5 reviews
16:04 13 Mar 23
Highly recommended! Josh and Sarah have been fantastic at Astute. They've found and placed me in 2 jobs now between them, both really responsive and excellent at keeping you up to speed with things. Very knowledgable about the roles and happy to talk to companies with any queries you have.
C R.C R.
10:45 27 Jan 23
Great agency one of the best ones I've worked with! Liz has been a great help and support in helping me towards a new direction in my career life. She is very attentive and keeps me in the loop at all times! She makes the extra effort to work with my preferred requirements for work and even if it isn't completely attainable she meets me in the middle and does as much as she can to help! Also Liz is very funny might I add 😂 and I'm happy that I can now put a face to the name after all these years! Thank you again Liz for all your help and support! 😊
10:32 20 Dec 22
Josh and the Astute team was very swift to help me to find roles that matched my profile. They are really reliable and will help through every step of the recruitment process going out of their way to assist and follow up when needed. Could not find a better recruitment agency!
Helen PinegarHelen Pinegar
16:19 18 Dec 22
Fantastic recruitment agency.. Josh was extremely enthusiastic, encouraging and clearly knowledgeable about what was needed from both the employee and the employers point of view. Extremely supportive especially in regards to interview preparation and endeavoured to procure feedback promptly. Wouldn’t hesitate to recommend Astute in the future to both candidates and recruiting businesses particularly for the right fit for the role!!!
Lisa LeighLisa Leigh
11:56 30 Nov 22
I have worked as a candidate for Astute and they have been excellent. Super friendly service and professional agents keen to fit the right person to the right job. It has been a pleasure dealing with them and I would happily work for them again in the future. Highly recommend this agency.
Contact us
Suite 1, Ground Floor West,Cardinal Square,10 Nottingham Road,Derby. DE1 3QT
Stanford House,19 Castle Gate, Nottingham, NG1 7AQ

“That’s it, I’ve had enough, I need a new job!”

Picture the scene…..

Awful work experiences through the pandemic. 

More work, less pay, less interaction with management.

Less collaboration more isolation.

No job satisfaction anymore.

Uncertainty or broken promises on hybrid working/ WFH.

“That’s it, I’ve had enough, I need a new job!”

So you start to Google jobs in your sector. You start to Google recruitment agencies.

Here we start to encounter the wonderful world of artificial intelligence (AI).

Your googling will rely on AI, keyword search bots and all sorts of techy stuff way over my head, to bring into your browser certain roles, opportunities and companies. More or less, these algorithms are OK. The bots and AI work well. From squillions of possible results, you have your very own shortlist of job opportunities and companies, maybe recruitment agencies to call. Targeted by your smartphone and courtesy of Google to your location, and your own very personal preferences.

Then the fun starts.

Depending if you are applying direct to a small company or large corporate, or to a smaller recruitment agency or one of the huge national ones (you know who I mean!) will dictate what occurs about now – i.e. a big fork in your recruitment experience looking for a new job.

1. The SME local job advert.

There may be a telephone number.

There may be an email.

You get in touch. Probably leaving a voicemail or pinging off a hopeful email.

You then wait.

Now, depending on the business, you may get a response really fast.

Otherwise, you may end up waiting.

And waiting.

And waiting.

2. The big corporate client.

Often adverts whether on job boards or on social media will look great. Impressive graphics, Marketing mastery of the highest order.

Sadly all the graphic wizardry doesn’t make up for the details.

A “competitive” salary is not the same as a defined quoted salary range with benefits on a job advert.

This my friends, is the crux of the corporate recruiter’s problem when trying to recruit directly into their business. By definition, a massive company with an ‘audience’ of thousands of employees, will not want to bandy around what a typical grade x earns in management accounts or HR or IT, to existing current staff in said departments doing similar or the same grade of job.

So, the words on these glossy, lovely adverts will sound great, but one of the most important things will usually be missing.


No ones fault.

But the outcome means that the reader of said advert, the job seeker/ candidate gazing at their smartphone, can easily ignore the advert.

The candidate may decide not to apply.

They might not think they are suitable from

the tone of the advert, when actually they could be the perfect applicant for the job!

Then again, they could apply, expecting the salary to mirror their expectations. 

But it doesn’t.

Now let us flip, as if by magic, to the poor, hardworking internal recruitment team for the corporate client.

These internal recruitment specialists are often highly trained, often with deeply successful previous careers in recruitment.

They are great, talented individuals who often source candidates for many more general roles successfully. 👏

However, their faces fall when they look to their bulging inboxes after job campaigns for niche finance or IT or other roles, filled with CVs from those too senior, or too junior applying.

Those many souls who have applied ‘cos the business looks amazing’ but who are not equipped to do the job actually being advertised. 

They trawl through the responses.

Without success.

Then what happens to their confidential role in Finance/ IT/ Marketing or other department?

They go to their preferred supplier list. This will probably have one or two ‘national’ agencies on there. Possibly, one or two local specialists.

They may have a dedicated ‘go to’ person, or Independent local recruitment agency who they know and trust to headhunt for their specific opportunity.

A business who will have the inside knowledge of them as a client, and who will be able to provide honest feedback on the likelihood of finding that unicorn candidate. 

And the most important thing in today’s record busy job market to a client?

That trusted recruitment partner will be a proven employer brand ambassador for the corporate business, able to showcase that company, to a candidate who may or may not be looking on the job boards or

registered with other recruitment agencies.

Alternatively, that trusted recruitment business will be able to highlight possibly unknown benefits to the candidate that sets their job opportunity above other roles they are interviewing for.

Back to our job seeker…..

They may get a courtesy email, ‘Thanks but no thanks for your job application’. 😪


They may hear nothing. 😪😪


‘Yes can we arrange an interview!’ 😃

But after an online or face to face meeting, their lack of suitability becomes all too apparent.

 Whether in terms of the salary, actual hours, or experience required.

Let’s not even get started on things like ‘team fit’ or ‘interpersonal skills’ for the specific team. 🤔

3. Our hopeful job seeker, on their smartphone applies to one of the national agencies for a Job advert.

Now our little AI friends really kick into gear at this point. If our job seeker doesn’t have the right key words on their CV, or application email, ‘uh oh, AI says no’.

Our job seeker may get an autogenerated email saying ‘no’. Or, sadly may just be ignored without even speaking to an actual human being.

A real shame, as that potential candidate’s recruitment experience has been tarnished before it had a chance to begin.

Just because someone isn’t right for the initial role they have spotted advertised, doesn’t mean they might not be the perfect candidate for another job that very agency are recruiting for, now or in the future.

Doesn’t mean that candidate might not

know someone, a friend, a peer, who may be suitable for a different role.

Liklihood of our job seeker recommending that agency to a friend?

Absolutely zero. 

4. May the ‘4th’ way work? 😊 “Google accountancy recruitment agencies will you?”

So, our tenacious job seeker Googles, ‘accountancy recruitment agency’ for their area.

 Up comes a shortlist, and after the paid-for adverts by the biggy national firms, will be the three or four best rated agencies according to Google, followed by the recruitment specialists with the best SEO, website gradings by Google.

No bias, oh OK a little, (😊) as my business, Astute Recruitment Ltd, are top on Google 5 star reviews AND are among the first agencies underneath if you google ‘accountancy recruitment derby’ or similar search words.

 Astute Recruitment is the only finance Recruitment specialist to have over 140 5* Google reviews. 🌟

There are lots of recruitment agencies with higher numbers of reviews, but their overall ratings are 3 or 4 stars. Not the 100% 5 ⭐rating that Astute Recruitment Ltd has. 😀

Anyway, enough about us!

A Google browser search is a great place for our job seeker to look up a really experienced, specialist recruitment team for their sector experience and location. AI is at it’s finest in enabling this to happen!

The specialist recruitment agency, usually an independently owned business with 1 to 3 or 4 offices, typically has a different attitude to collaborating with our disgruntled job seeker.

The independent agency will be able to call back the candidate and, wow! Shock! Talk to the job applicant.

They will be able to have one of their experienced team spend quality time talking to the job seeker.

Talking with knowledge and understanding of their specific financial/ management accounting/ transactional accounting expertise.

You see, AI can do many things, but it won’t recall a fondly remembered conversation with a rare technical accountant from 5 years ago, who might be looking again.

AI won’t ask a candidate incisive interview questions specific for a niche finance or other role.

AI can’t begin to understand the personality, interpersonal skills and actual human being applying for a specific job opportunity. 

AI cannot pivot to work real time to appreciate emotions and formulate opinions on the way someone comes across.

AI is brilliant to whittle down searches and capture data, but the finer points of recruitment should firmly be left in human hands.

That’s why AI will always be a useful tool in recruitment but will never replace talented recruitment professionals.

It’s also the reason why real conversations with real people will always be at the heart

of successful recruitment processes.

If you would like to talk to an actual person about your career in accountancy/ finance,

give my team at Astute Recruitment Ltd a call. 01332 346 100.

We’re always here to listen, advise and guide your career in the right direction,

and make your career dreams come true.

We’re also real human beings who enjoy life and laughter and are experts in placing great

finance people into great accountancy jobs! 😊

How to manage a successful relationship with your recruitment consultant Our 'astute' tips!Even though the jobs market is at it’s busiest for years, and job boards abound with opportunities, it can be hard to actually speak to a recruitment consultant. Recruiters are busy people at the moment! So we thought we would explore this and ask, “How can you manage a successful relationship with your recruitment consultant?”


How do you break through to reach a consultant’s attention? Here at Astute this is such a common problem experienced by candidates before they come to us, that we wanted to share some key advice. We take every application seriously. Personal interaction with all our candidates is key to how we work.


However, in the recruitment industry if you are looking for a job one of the hardest things is actually being able to speak to a recruitment consultant let alone meet one (online or in person!). In today’s current skills shortage, with many recruiters pressured like never before to fill more live jobs than pre-pandemic, agreeing proper bespoke lines of communication for your specific situation is key. This avoids ‘telephone tag’ or WhatsApps being ignored.


It stops either the recruiter wrongly feeling that the candidate is uninterested in the job opportunity they are trying to reach them about and it stops the candidate from feeling frustrated at the lack of communication. 


WhatsApp, Slack, email, and texts are all well and good, but to really build a proper recruiter/ candidate relationship – there is no substitute for the spontaneity of a real conversation. We would argue that the art of real conversations is a key attribute in the recruitment process, particularly as many finance professionals continue to have an agile office/ home working policy.


Its all about consistent, honest, open conversation and communication.






Recruitment consultants all offer varied services for candidates; they can vary in the way they interact with their candidates, the type of clients they focus on, the geographies they cover and of course the specialisms they focus on. Look at the website, have they any accreditations? Have they won any business awards? What are their testimonials like from candidates and clients they have worked with? How string are their reviews on Google? Check them out on LinkedIn.


A really professional recruitment consultancy will have positive testimonials, great reviews on Google, and super testimonials.


We do! 😊


A bit biased, but we like to shout about what we do well.

Check out our 5* reviews from happy candidates and clients.

See What our candidates we have placed have to say about us

See What our clients have to say about us


Make sure you pick an agency that is aligned with your values, and what you are truly looking for. After all, your recruiter will be representing you and acting as your ambassador in the local employer market. You only want the best to represent you!

Remember it’s a partnership- both you and the consultant need to work together pro actively in order to reach the ultimate goal of securing you a new job. The measure of a good relationship is remembrance and re-occurrence over time; At Astute Recruitment we have had candidates contact us who we helped over a decade ago!

Here are a few words from our consultants….

‘It’s all about the partnership- It’s a two-way thing’

‘The best candidate relationships I have developed start with honesty right from the beginning with expectations clearly set from both sides at the outset’

‘Keep open and direct lines of communication in order to develop honest and collaborative partnerships with each individual candidate.’


Here we have listed some key tips to help you develop and manage a really solid relationship with your recruitment consultant.



  • About the specific job you want.
  • The areas you want to work in and contact relevant sector recruitment agencies accordingly.
  • Is career progression important to you? Tell the consultant!
  • What are the most important things you are looking for in the next job?
  • What are the best channels for quick communication with you throughout the recruitment process (texts/ emails/ WhatsApp)?
  • What minimum notice must you give?
  • Your availability for interview.
  • What areas do you need help with? (Interviews? Offer Management? CVs?).
  • How flexible can you be for meeting up/ online chat/ calls?
  • When is the best time to contact you about job opportunities?


Agreeing the above, will confer to the recruitment consultant that you are seriously looking for a new position and that you are ready to be fully active on the job market.


If you can show you are serious about looking for a job the recruitment consultant will take YOUR application seriously.


A consultant needs to know what you want. If you need advice or support be clear on this. If we know what our candidates need from us – we are only too happy to help!


Remember recruitment consultants WANT to find you a job but they are not mind readers.



  • Salary expectations:- If you are a part qualified accountant you are not going to command as much salary as a fully qualified accountant. Yes – salaries are creeping up but be realistic!
  • Have a reasonable timeline to secure a new job.
  • Time Management: Interviews and preparation for interviews take time. Make sure you have built in time for the next few weeks to attend interviews, take calls and research companies pre-interview. If you are about to enter the busiest point of the year work wise, (year end anyone?) then now is not the time to also squeeze interviews in. The quality of interview you give could be compromised. Instead allocate a month when you know attending interviews/ do an online MS Teams or Zoom recruitment call will be easier for you!
  • Hours:- Can you do overtime on a regular basis if that’s key? Or do you need to be home by 5pm/ 6pm for dependants etc. Be upfront with the consultant on this and they can work with you to flag the most relevant opportunities with the right mix of flexible benefits.



  • Keep in touch/ Regular Communication:- Return all calls/ messages /emails promptly.
  • Follow instructions!
  • Be punctual for interviews/ agreed meetings;
  • Provide feedback as agreed;


If you can be CLEAR, REALISTIC, and RELIABLE, congratulations! You will be a sought after candidate to any recruitment consultant and you can look forward to securing a new role soon!

Other blogs you may be interested in: –


Candidate Blogs 

Do you know what time it is on you’re your career clock? Hints and tips to keep your career on track!

From Abacus to AI, why a career in accountancy is a great career choice!

What does it take to be a great Financial Director?


Client Blogs

Why its OK to talk about mental health at work. We discuss a new, free initiative available to East Midlands businesses

Why recruiting the right people at the right time is key for business success

Why good recruiters are like swans / How to hire the right candidate for your business!



If you would like to discuss anything regarding this article or any of our other articles, please  email [email protected]





Why good recruiters are like swansGood Recruiters are like swans. Clients and candidates should experience a smooth, calm recruitment process, and not see the way our legs are kicking madly under the water! Clients do need to realise that there is a lot of work that proper professional recruiters do behind the scenes though!


Take client 1.  Long-standing, and currently we are on an exclusive recruitment campaign to hire two permanent qualified accountants and appoint for a 12 month maternity leave Qualified Accountancy role for them. Open, regular dialogue with the hiring line managers as to our headhunting progress, ongoing guidance on the salary budget, and whether the annual salary for the roles is accurate market rate to entice the ideal profile of the candidate.


This strategy of clear communication and collaborative recruitment partnership means that we can achieve near 100% CV sent to interview requested ratio.


The client knows that for every single applicant forwarded to them, our team will have already contacted and reached out to many, many more potential candidates that did not make the grade. When headhunting, we will investigate if they are looking for a role, and challenge the candidates on their aspirations, technical financial skillset for these particular finance roles and ‘team fit’ to see if they align with our client’s employee value proposition and ethics.


Our client knows that one CV in their inbox could have meant many man hours in the background, skilfully interviewing and deep diving into potential candidates’ skills, experience, and career/ life aspirations.


The result? A seamless process whereby quality interviews take place, with smooth, transparent communication and honest, constructive feedback the whole way through.


Our client benefits from one agency acting as a true ambassador for their brilliant finance teams, with a justified expectation of quality not quantity of applicant.

Our candidates benefit from a targeted search that takes their aspirations AND their accountancy skills into account.

This is a recruitment partnership that has lasted many years.


Client 2/

A qualified accountant with specific industry sector background and key system skills was urgently required. Our client needed an incredibly quick turnaround and wanted to conduct interviews and ideally offer a suitable candidate within a week. The job was taken at 2pm on a Friday.

The consultant worked hard.

Very hard.

Conversations were had with over 100 potential candidates – most calls lasting 20 minutes, up to an hour.


The result? 4 x  CVs were in our client’s inbox for Monday morning.

All were interviewed, one person was offered the role straight away with just a few days.

Scroll forward.

A friendly phone call to follow up as our bill was unpaid.


Our candidate was still in post – and very happy in the role. His boss was equally happy.

The reason for the bill not being was that they did not believe that we had ‘worked hard enough on the role. They felt that just a couple of quick calls were made and that was it so expected a reduction in our fee as a result. They had not realised all the man-hours and dedicated time sourcing and speaking to potential candidates behind the scenes.


This is why Good Recruiters are like swans.

Clients and candidates should experience a smooth, calm recruitment process, and not see the hard work going on beneath the surface.

They should understand that there is a lot of work going on out of sight, to make that process seamless and smooth.


Good employees are also S.W.A.N.s too!


The SWAN formula is an acronym created by an executive recruiter, John Swan, and is a very useful tool to improve candidate selection processes.


Four Simple Letters:  S. W. A. N.


SMART. Always look to recruit intelligent, smart people into your business/ team. But how can you measure the intelligence of a candidate? The answer is simple. Questions! Intelligent people tend to be more curious than average people.


Successful people are smart, especially when it comes to the skills and competencies required for their specific job. This is what Jim Collins meant in his business classic, Good to Great, when he wrote about “getting the right people in the right seats on the bus.” People who have a gift for their particular job tend to work faster, make fewer mistakes, and are far more productive.




WORKS HARD. When recruiting, look for people who are willing to work hard and who have backgrounds and achievements that show how they have gone the extra mile and exceeded expectations. As we emerge from the pandemic, employers need staff who don’t just work lots of hours. Instead they want employees who can work smarter and handle their workloads to deadlines. The years of presenteeism are fading away and rightly so.

People who actually want to “work hard” are more successful at their jobs. The basic rule is that “people don’t change.” A person who is unaccustomed to hard work is not suddenly going to transform under your supervision.




AMBITION. An excellent candidate is someone who wants to move ahead in life. Ambitious people are willing and eager to take additional training; they are already reading and studying and seeking opportunities to grow, both personally and professionally. They value continuous improvement and genuinely want to be the very best they can be.

This is not about only selecting candidates who want to be the FD of a Plc. It is the ambition to be the best at whatever level they are working at and the willingness to learn/ read/ train to become the best.

Candidates should be “ambitious” and able to demonstrate to you why they want this particular job.

We love this quote by Steve Miles, Vice Chairman of Heidrick & Struggles; “Don’t seek a flame-chaser, find people who are anxious to be effective and ambitious about this assignment, not some future promotion or benefit. They have to live for today in that job, not chase the flame of future possibilities.”




NICE. The likability of the candidate is a critical factor. Where this quality was once mainly prized in customer service/ public facing jobs, being ‘kind’ is a highly valued strength in people applying for all levels of employment and professions. Whether in finance, accountancy, or other professions, employers are looking for people who they can work with and who can share and believe in their team values, and who they like. Team fit is one of the most consistently important attributes that our clients are looking for.

When we say “nice,” we mean people who are cheerful, positive, easy to get along with, and supportive of others. They fit within the culture of your organisation. Their beliefs are in alignment with your values and the customers your organisation serves.

In the final analysis, your ability to pick the right people for your team is the key to motivation. You cannot hire the wrong people and then expect to motivate them to be excellent performers for your team. You need to look hard for your ‘A’ players, or use an ‘astute’ recruitment expert who can do a thorough search for you!


The saying, ‘measure twice, cut once’ is particularly true in the world of recruitment.



Other blogs you may be interested in: –


Candidate Blogs 


Client Blogs



If you would like to discuss anything regarding this article or any of our other articles, please  email [email protected]



Why good interview feedback really matters. Interview tips from Astute Recruitment

Why good interview feedback really matters


Our team been working exclusively with a long-standing client to recruit an Assistant Management Accountant. Ideally someone with bright enquiring mind, keen to learn with an accounting and finance degree.  Some experience in a finance role would be ideal. After shortlisting down from 18 candidates to the best five, the CVs went across and our client interviewed all five this week.


The good news is that three have been selected to undertake some online testing and have a second interview in a few days.


The bad news is that two candidates are not being progressed.


The client and Astute were able to discuss detailed, constructive feedback for each candidate including some tips for the future.


We fed back to one of the candidates not being progressed and wanted to share what the feedback was including some constructive tips for them in answering unplanned questions and focussing their answers.


“…while its bad news I’ve not got a second interview – it’s great to get positive rounded feedback after the first interview. I can use this experience and feedback to help me prepare and perform better in future interviews, and hopefully get a second interview next time! Thanks for letting me know and taking the time to ring me.”


He has been impressed with the process at Astute Recruitment Ltd, and thanked us for taking the time to call him and pass on the feedback.


If someone has taken the time to attend an interview – they deserve at the very least to get some constructive post- interview feedback. That feedback may just help them secure a second interview and a job offer next time.


It’s not just learning how to prepare for an interview that counts.

It’s also learning how to perform in an interview. That takes time, practice, and crucially, feedback!”


This is why our team at Astute Recruitment encourages a collaborative relationship with our clients throughout the recruitment process. Good interview feedback from the finance manager/ line manager/ HR professional recruiting, really helps our team inform our candidates on how they can improve their performance on an interview.


From how to answer a question to coping with nerves, unless a person has interview practice and good feedback from the recruitment consultant and/ or client, it is very hard for them to learn how they can come across better in the actual interview itself.


For another useful post on more interview tips and advice, you can see another of our blogs on our website, using the following link:    https://www.astuterecruitment.com/6-interview-questions-and-answers-to-help-you-nail-the-perfect-job-in-the-pandemic/


If you would like any more advice or help around interviews, arranging interviews remotely – let us know.


An article by Mary Maguire

MD Astute Recruitment Ltd

Email: [email protected]

LinkedIn: https://uk.linkedin.com/pub/mary-maguire/18/73/553


Top 5 Skype Interview Tips for candidates from Astute Recruitment Ltd
Top 5 Skype Interview Tips for candidates from Astute Recruitment Ltd

With more and more workplaces cancelling meetings and face to face interviews, companies are increasingly turning to Skype and other media to play an increasing part in the recruitment process.

Here at Astute, we thought this would be more crucial than ever. An online interview can either be audio or visual but most employers prefer Skype, where a potential candidate can be interviewed ‘remotely’. As with any interview in person, there are do’s and don’ts that every candidate should know.

Below are 5 Skype interview tips to help you nail that job: –

1.Dress the part: You might not meet your potential employer physically in person, face to face, but you will still need to dress professionally. Your interviewer can still see you and of course, you can see them! Make sure you have a chosen outfit ready for you to wear the night before.

2. Don’t be late! Be ready an hour earlier so that you can prepare in advance. As with any interview you need to ensure you have allowed plenty of time to become calm. Make sure all radios, TVs and mobile phones are set to silent at least 15 minutes before your interview begins so there is no distracting background noise.

3. Ensure your network is working! Make sure your computer and network are functioning well. Test your microphone and camera beforehand to prevent glitches. The last thing you want is to just log in to Skype and find that you can see your interviewer but cannot hear them or vice versa!

4. Setup your environment and surroundings to look professional. Create a clean, tidy background that represents your organisational skills. Sounds obvious, but make sure that the view of your area behind you which your ‘interviewer/ interviewers’ can see looks ordered, clean and clear.

5. Focus on the camera. Tricky one this – as the natural tendency is to look someone in the eye, whether on screen or face to face. On camera, on an online interview, this means you having to look straight into the camera as a way of keeping eye contact with your interviewer and NOT looking the person you are talking to directly in the eye on the screen. Our advice? Practice, practice, and practice again. You can ask a friend to be on the other end of the camera as a practice Skype interview exercise, allowing you to practice this in real-time. Even better, get your friend to ask you proper interview questions.



Astute’s Mary Maguire is looking forward to tonight’s employability event in conjunction with East Midlands IoD and Nottingham Trent University. This evening businessmen and women will be sharing tips and best practice to the IoD’s Student Members on key topics covering CV’s & application forms, Interviews, Assessment Days and Psychometric Testing and Networking! There will be an opportunity for questions and networking at the end which should give the IoD Students some key takeaways to enhance their employability in a competitive employment market. Mary will be working with small teams of students talking about assessment centres and psychometric tests giving some important advice to help the students secure a new career opportunity.



Astute’s Mary Maguire is delighted to work with CIMA on their next employability workshop. She will be advising their members, students and non-members as to interview guidance, tips and practical things they can do to improve their success on interview. The event will be at the Village Club Hotel, Brailsford Way, Nottingham, NG9 6DL. Full details and bookings can be made by clicking here to access the booking page. CIMA have lined up three guest speakers including Mary to speak on a range of topics from how to build a personal brand to interview tips for career success.

AGENDA: –    CIMA East Midlands & East Anglia Conference

TOPIC: –          Is it time to create more of an impact?

WHERE: –      Village Club Hotel, Brailsford Way Nottingham NG9 6DL

WHEN: –         16.00 – 20.00 Tuesday 24 January 2017


16.00              Delegate registration – refreshments served

16.30               Welcome: CIMA Chairman (CIMA East Midlands Area Chairman and Member of Council)


16.35              How to build a personal brand for career and business success.

                         Simon Gray – founder of Career Codex


17.05              Personal presence for finance professionals

                         Sylvia Baldock – Regional Director – The Athena Network


18.15              Break – buffet and opportunity for networking


18.45              Interview tips for career success

Mary Maguire – Co-owner of Astute Recruitment Ltd


19.15                How to speak in public with confidence.

                          Simon Gray – founder of Career Codex


19.45              Thanks: CIMA Chairman


20.00             Event close


Attendees will receive a link to the speaker’s slides along with a feedback survey via email after the event.