Shariq Ali’s Post

Where did all the demand for legal Finance Systems staff go? Out of curiosity (or procrastination 🤔) I had a look back at the range of vacancies I was managing at this point 10 years ago earlier. A couple of things jumped out. 1. I was working waaaay too many jobs at once back then 😯 2. Hiring for legal finance systems teams was off the scale 🚀 There's still demand for finance systems teams, but nowhere near what it used to be. Now it could be that people have gone elsewhere for their finance systems hires, but I'm not sure it's that. I've always had a good track record within that niche field and have enjoyed mingling with familiar faces at several Elite Vantage conferences over the years. I remember thinking, when TRE announced Elite Enterprise's end of life date, that hiring for finance systems teams would likely go off the scale as 3E and Aderant battle it out for market dominance, but that never really materialised. Was it the growth and use of third party consultancies? Was it efficiencies in new systems/technology? Or have I just lost market share whilst waffling away on LinkedIn? 🤷♂️

📣 In order to attract top talent, a role needs to speak to its VALUE rather than just its responsibilities. What does this mean? 👀 EXAMPLE: 🔴 We're hiring a Controller to oversee all accounting responsibilities and manage a team of 4. vs. 💚 We're hiring a Controller to drive our financial strategy and propel our growth in new, emerging markets. Reading these might not seem like much a difference, but HEARING these in an interview creates wild contrast. Humans are sold by how they FEEL... if you want your company to be highly sought after, make people FEEL excited about joining it! What do we think?!

🚀 We’re Hiring! 🚀 At Ursus, we’re not just another cog in the machine—and neither are U! Here, you’ll be part of a team where the numbers that matter reflect our values, vision, and culture: ✅ 0 – The number of hours or days you'll spend commuting. We’re proudly a remote-first company and have been for over 6 years before it was cool! ✅ 1/2 – Of the trillion-dollar-valued companies in the U.S., trust Ursus to find and place their top talent. ✅ 4 – Consecutive years on the SIA Fastest Growing Staffing List—and counting. ✅ 24 – Hours or less: the time it typically takes us to make a decision, solve a problem, or course-correct. We move fast because we can, we care and we understand that one size does NOT fit all.  ✅ 5 – The percentage of our headcount in finance. We’re run by staffing professionals, not accountants. ✅ 95 – Percentile our compensation plans rank versus industry averages, as verified by a recent third-party audit. ✅ 100M – Our next revenue milestone—and we’re on track to hit it. These numbers tell a story of teamwork, grit, and a company that values talent—not just in the candidates we place, but in the people who help us succeed every day. If you’re driven, love the hustle, and see staffing as more than just a job—but a career—let’s talk. Join us and be part of something that’s more than numbers. 📩 Apply today at Ursus! https://lnkd.in/g26YJ63R

𝗛𝗶𝗿𝗶𝗻𝗴 𝗶𝘀 𝗵𝘂𝗺𝗯𝗹𝗶𝗻𝗴. Hiring employees is part of leading a team. Over the years, I was responsible for several hiring decisions. Some of those choices were disasters. 𝗢𝗻𝗲 𝗹𝗮𝘀𝘁𝗲𝗱 𝗮 𝗺𝗼𝗻𝘁𝗵. Finding candidates was difficult when we needed a controller at our California bank.    The bank was small, and the employment market was very competitive, especially with technology companies adding staff at exorbitant salaries. After searching, we found a candidate with a community bank accounting background. The interviews went well, and the person accepted the position. Within a month of starting, the new controller issued a memo deriding his staff using derogatory names.  The behavior was unacceptable.  The person was terminated. This hire was an outstandingly lousy choice, but there are others. 𝗧𝗲𝗮𝗺 𝗵𝗶𝗿𝗶𝗻𝗴. Since my track record on hiring was less than stellar, I decided to use a team for hiring. The team was my closest and most trusted co-workers.  I found the process markedly improved.  One unexpected discovery was that the candidates often relaxed and provided insights to the people who would potentially be their co-workers, which they did not do with me.  The team would hear things I would never hear. These insights helped us understand whether the candidate would fit our culture and work ethic.  If they were not a good fit, they were not hired.  𝗕𝗲𝘁𝘁𝗲𝗿 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀. This hiring approach succeeded for multiple reasons, not the least of which was that members of the hiring team had excellent insights into character. My insights were sometimes misguided, but I learned to listen to others.  You are well served to identify a strong teammate when you have a weakness. And then trust their opinions.

What are your thoughts on our CEO’s advice? 🤔 Have you ever been part of a hiring process? 💬Share your experience! #hiringprocess #accountants #professionalteam

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How You Do Anything is How You Do Everything I am a BIG fan of this saying. I was talking to a client this morning about a new hiring need. Interestingly though, they have two people internally who have applied, but deep down they know neither are right - even though they are nice people and capable. This is a more senior role that sets the tone and innovation for commercial finance. How these two people have approached other tasks in their current roles tells this hiring manager that they are not quite right. Interesting.

Before hiring a VA: ☕️😩 barely surviving After hiring a VA: 🌴😎 actually thriving #VirtualAssistant #WorkSmarter #OutsourcingSolutions #officebeacon #BusinessProcessOutsourcing #VirtualStaffing #BusinessGrowthPartner

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