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Accountancy & Finance

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Latest Jobs

Our specialist accountancy division recruit all accounting levels, starting from newly and part-qualified accountants, payroll, credit or payable specialists, through to qualified accountants, systems, regulatory or compliance specialists, right up to CFO, finance director and heads of audit, tax, financial planning or financial reporting. 

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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”    

Salary Guide 2021

Salary Guide 2021

  Download - Salary Guide Ireland 2021 (PDF)     Executive Summary From Adie McGennis, CEO   We thought we had seen it all! If someone said in January; that most of us would fundamentally change the way we work (possibly forever), that some markets would be down over 80%, that we’d all feel awkward when not wearing a mask, that we couldn’t meet any clients or candidates for most of the year, that international travel would be nearly impossible, and that in Ireland record levels of employment would turn to record levels of unemployment in a few weeks; you would probably expect a more volatile salary comparison guide at the end of 2020. Indeed, the personal and health toll for many puts business considerations in context, so we wish everyone well, good health and wellbeing.   Obviously, some areas suffered more than others and many areas even thrived, but overall, the stability in professional salaries may be the remarkable aspect of 2020! Generally, in volatile times temporary and contract work increases and this was very much the case in 2020. Many companies had to deal with a rapidly changing landscape in terms of their market, remote work, government supports and varying degrees of lockdown. Progressive companies hired professionals on a temporary or contract basis, and even on a remote basis, so demand and rates did increase for contractors in areas such as IT. We see this continuing even as the rate of change is slowing and hopefully stabilising. For some years now, we have been talking about career plans being fluid and dynamic, and flexibility and contracting increasing. This definitely took a leap forward in 2020.   Sector wise, life sciences, including pharmaceutical got increasingly busy throughout the year and from R&D to manufacturing to distribution, this looks set to continue growing for the next few years. Financial Services was more challenging, as their market and way of work changed so quickly. Certainly, towards the end of the year it seems to be stabilising. At the end of 2020 Brexit is again looming and Dublin’s and London’s financial services will experience change and opportunity as well as challenges, for at least the next few years. Construction really slowed in 2020, but again steadily picking up in last few months, as general demand returns but also the way construction sites work has evolved.   As a group generally SMEs in Ireland handled the craziness really well. Agility, pivoting and bootstrapping seemed like management school concepts until out of necessity, many businesses changed their model, their cost base, their strategy, and their mentality very quickly to go from Survive to Thrive in a few months. So many inspirational stories. They deserve the opportunities that we hope an improving landscape will present.   So, our outlook for Ireland in 2021 is positive. There will be more challenges in coming months, but we are optimistic that the general picture will improve. From a national perspective the short-term funding required will necessitate strong budget management in coming years to enable businesses to grow back. Ireland still carries a lot of debt and politically there may be pressure to increase public expenditure beyond sustainable rates. But as long as we get this right, we have every reason to be optimistic and put 2020 down to learning experience.     Download Salary Guide Ireland 2021 (PDF)     Salary Guide 2021 by department Accountancy & Finance  Construction & Property Services  Financial Services HR Insurance IT Legal & Compliance Life Sciences Manufacturing & Engineering Marketing Multilingual Office Support Sales Supply Chain  

Accountancy Jobs - 2019 Market Overview

Accountancy Jobs - 2019 Market Overview

      Industry & Commerce The strength of the Irish economy has so far withstood the lingering threat of Brexit along with other potential external fears. This has afforded businesses within the industry the opportunity to grow and expand, creating jobs within the sector. We have seen vacancies at all levels being created, with the most significant increase appearing in the €50-60k bracket. Following the trend of 2018, multinational companies have continued to fuel the increase in salaries as competition for talent intensifies. The tech industry has also contributed to growth within the industry as multinational tech firms continue to expand, particularly in Dublin. We expect the accounting industry to continue to expand into 2019 as the Irish economy maintains its steady year on year growth.    Salaries  For the foreseeable future, accountancy salaries will continue to steadily rise within all industry sectors following the trend of 2018. With most sub sectors benefiting from the growing economy, supply and demand issues will influence salaries at all levels with mid-level positions experiencing the highest rate of inflation. Furthermore, growing economies overseas has increased the demand for talent by creating more jobs attracting potential candidates abroad. This has contributed to the steady rise of salaries at all levels.           Financial Services  The Irish economy has played a part; however, it is BREXIT that has played the most significant role in job creation over the past 12 months with several large financial services companies growing their presence in Ireland, particularly within their regulatory and treasury teams. Whilst many of the domestic banks and established financial services companies in Ireland have not significantly grown in 2018, the confidence in the jobs market has resulted in opportunities in these institutions as a higher degree of staff turnover has transpired.   Salaries Salaries in the financial services sector have risen over the past 12 months with the increased competition for talent coming mainly from the new jobs being created by BREXIT. The most notable increases have been in the mid and upper mid-levels (€50-75k). It is anticipated that salaries will continue to rise in 2019 as the additional accountancy jobs that have been introduced create ‘churn’ in the market and supply and demand factors play a role in ensuring that salary growth is a reality.     Looking for an accountancy and finance job?  Check out our latest jobs here    

Hiring Managers – How To Make The Most Of Your Accountancy Recruiter

Hiring Managers – How To Make The Most Of Your Accountancy Recruiter

From my experience hiring accountancy staff for SMEs and large multinationals, here are 5 things you need to know to get the most value from your dealings with your accountancy recruiter.     1. We want to know about the job and your company inside out Professional recruiters will want to know everything about your company when working on a position for you. This information will include: Size of the team the role is situated in When and by whom the company was founded The product or service provided Future goals and plans.   Professional and credible recruiters should have a list of questions about the company make-up and culture before even asking for a job specification. If a recruiter does not look for the above information, make sure they are made aware of it as it will increase their ability to promote the company to potential hires. Our job is to sell this opportunity to our best accountancy candidates, so the more we know the better.     2. Have your accounts ready With finance roles the recruiter will be advising the candidate to review the financial accounts of a company as well as other standard information. These might not always be easily accessible so it’s a good idea to provide a soft copy of them to your recruiter to ensure that the candidates you meet in the process will be prepared for an interview and have an in depth knowledge of the financial standing of your company.     3. You don’t need to read CVs When you receive a CV from a recruiter, they will have already been screened and interviewed by the recruiter to establish that they are good enough for consideration. To save you time reading these CVs, a recruiter should use a cover sheet which will have the most relevant “USPs” of the candidate in question along with information on notice periods, any holidays planned, relevant skills etc. I would suggest having a basic company cover sheet in case your recruiter does not have one as standard, in order to streamline the process as much as possible.     4. The more you tell us, the better we can prepare your potential hires It is extremely important to outline the format of the interview process and highlight any tests or unusual stages there may be so all candidates can be aware of what to expect. The more specific information you can “arm” your recruiter with (such as interview questions that may be asked), the better the candidates will be at interview.     5. No surprises at the end The offer and acceptance stage of the process is where we all want to get to. In order to make this stage as painless as possible, the level of the role and remuneration package on offer needs to be discussed from the outset. Again, your recruiter will have spoken to the candidate about what package they are currently on and their salary expectations.   From here, be honest and transparent with your recruiter and let them know what you are willing to pay, any future potential changes (i.e. permanency etc.) and also all details of the offer. It is the recruiter’s responsibility to satisfy both parties.     If you have any questions about the recruitment process or if you would like to speak to me about hiring accountancy staff please call me on +353 1 4744662 or email me at mboyle@sigmar.ie

Meet the Accountancy & Finance Recruitment Team

 Contact our accountancy recruitment team by emailing your CV to accountancy@sigmar.ie or call +353 1 4744600. 

DUBLIN

13 Hume St, Dublin D02 F861, Ireland.​

Tel: + 353 1 4744 600
Fax: + 353 1 4744 641

Email: info@sigmar.ie

CORK 

1 Georges Quay, Cork City, Cork T12 X0DX, Ireland

Tel: +353 21 431 5770
Fax: +353 21 431 6407

Email: cork@sigmar.ie

GALWAY

4th Floor, Dockgate, Dock Road,
Galway H91 PC04, Ireland.

Tel: + 353 91 563868

Email: galway@sigmar.ie

ATHLONE

14 Sean Costello Street, Athlone, Co. Westmeath, N37 R970

Tel: 090 641 3973

Email: athlone@sigmar.ie

TRALEE

Liber House, Monavalley Business Park,
Tralee, Co. Kerry

Tel: + 353 (0)66 4012325

Email: kerry@sigmar.ie