News & Views

Pentagon Talent  Launches

Pentagon Talent Launches

27 Feb 2023

Today’s job market is fast-paced and competitive. At the start of the year, labour markets in the UK were at a turning point. Vacancies reached the highest number since records began. We saw a 50% increase in roles, and we expect this to grow. The Great Resignation also created a new cohort of workers, putting their career needs first, and hybrid working became the mainstay.

So it seems like the right time to rebrand and reintroduce a professional services recruitment firm specialising in legal and accounting practices. One where every candidate and client receives a tailored service and where a dedicated team keeps all stakeholders in the loop at every step in the process. 

Introducing Pentagon Talent 

“The demand for talent has grown exponentially over the past 5 years and as a result our clients and candidates expect and demand a recruitment partner with true expertise in their sector. Pentagon talent has built this expertise over the past 8 years, and it is right we launch a brand that reflects the knowledge and expertise we are proud to possess.”

Rob Fry, Board Director 

“The way I see it, recruitment is like shopping. You wouldn’t go to a garden centre for your weekly groceries, and that’s exactly why we have created Pentagon Talent. It is a way for both our clients and candidates to feel more comfortable with the brand that is representing them.”

Sam Vorley, Team Manager 

With a distinguished professional services brand, the Pentagon Talent team are able to establish themselves as the market leader in the legal and accountancy practice market. This is away from us, Morgan Hunt, a well-known public-sector specialist agency. Which is who Pentagon Talent inherit their values and our experience from.


We are re-engineering recruitment

Pentagon Talent isn’t your average recruitment agency. They originated from a Public Sector focused organisation where providing an ethical , cost effective and transparent recruitment service is paramount. With a strong connection to the public sector, where moral and ethical values are high, they adopt these in private sector recruitment. They care about the success of their clients and candidates and understand that every candidate is unique, and every client is different. Find out more about their mission and values on their webpage here:


Benefits for our clients

Pentagon Talent is able to attract and retain new and existing sought-after talent in the market. Not only do they have access to talented passive and active candidates in the sectors, with Pentagon Talent:

You will receive optimum service no matter the complexity or challenge of filling a vacancy. You’ll benefit from a "one-stop-shop" which enables a seamless recruitment process when hiring. They are only working across two sectors. This ensures our knowledge and relationships within the market are established and we focus on delivery. 


Benefits for our candidates

Similar to the benefits of clients, you’ll receive a personalised and understanding approach to finding your next role.

Pentagon Talent is associated with many of the top legal and accountancy practice clients.  You’ll have exclusive access to some of the most desirable and career-changing opportunities within the market. The team understand this isn’t your ‘next job’ unlike many agencies but a career which also impacts on your home life. They’ll help you find an employer aligned to both your career aspirations and values. 


A safe-pair of hands

Specialising in legal and accounting practices, they have a reliable team who are experienced in modern recruitment challenges. They will guide and support organisations and individuals through the recruitment process.


Where to find us 

Pentagon Talent is in London, and we also have offices in Manchester, Birmingham, Milton Keynes, and Glasgow. To find out more about recruiting or finding a role, contact our team today at [email protected]

IR35 - Genuine Solution Ahead?

IR35 - Genuine Solution Ahead?

12 Oct 2022

Is the repeal of the 2017 and 2021 reforms to the off-payroll working rules as part of last month’s ’Mini Budget’ statement the good news our contractors, employers and agencies wanted? What do you think? Are you ready for a change and do we actually know what the new legislation will mean?

Dave Hedges is a tax partner at Azets and says there is “an absence of fine detail” around how HMRC will manage the transition over the coming months. “While the changes are welcome and have been lobbied for, we are advising clients throughout the engagement chain to tread carefully pending clarification,” he said.

Some questions remain following the chancellor’s announcement that the Off-Payroll Working (OPW) rules are to be repealed from April 6th 2023. There are three main reasons for this:

Is it really going to happen? Nothing has changed yet and we have a Budget coming up in November, preceded by a government already doing a U-turn on its 45p tax rate plan. The possibility of further U-turns therefore seems significant. Fingers crossed that this promised repeal of the OPW rules goes ahead. But it’s not certain.

End-clients (both public and private sectors), agencies, umbrella companies, accountants and IR35/OPW advisers are all taking stock and wondering how this could affect their business. And yes, that goes for me too!

Contractors are realising that unless they have always been outside IR35 and working for ‘small’ companies (not affected by the OPW rules), that their own circumstances are complicated.  Notably where the contractor is:

currently with an umbrella, or

holding an SDS where the client has stated ‘inside IR35’, or;

regularly jumping between their PSC and an umbrella company depending on the IR35/OPW assessment.

At this stage (Q4 2022), nobody knows how the repeal of the OPW rules will work. That’s the unpopular, hard truth.  Many commentators are reaching for their crystal balls, with some suggesting that there will be new rules for contractors added onto the IR35 rules of old (2000), such as requiring contractors to complete Status Determination Statements. There’s even the odd whisper that end-clients will continue to determine IR35 status; that blanket bans on using PSCs will continue indefinitely, and that HMRC will declare some sort of ‘amnesty’ on prior SDSs with ‘inside’ results. As interesting as they are, these really are only opinions at this stage and should be taken as nothing more.

So what can we do now? Every part of the contracting chain needs to use this time to analyse the effects on their own businesses and it is vital that all get up to speed with IR35 version one (2000). 

Keep watching the contractor press for developments (the contractor ‘press’ that doesn’t just stick a press release up!).

Decide what you want to do -- if you could.

Collect and keep all evidence including SDS outcomes, online IR35 status tool outputs, end-client correspondence, contract review results, and working practices changes/opinions.

Find out about your personal situation now, to see what the options and (above all else) the risks are, and if a change in your status is feasible.

Speak to your client and find out what their position may be come April 6th 2023, especially if you are contracting with an organisation that has banned PSCs.

Take advice from only those that, as impartial as possible, understand all the rules (from 2000 onwards), and ideally those with hands-on experience of successfully defending IR35 HMRC investigations.

This could be great news for professional interim and self employed workers, it could be great news for large private companies and the public sector to attract and retain key skills to help them deliver growth and it could be great news for those involved in the supply of these people. For now, keep up to date, get planning and be ready, April will soon be here…

Don't panic, if you're an accountant

Don't panic, if you're an accountant

01 Dec 2017
Never has Corporal Jones catchphrase been more relevant.

In the past 12 months, the ramifications of both domestic and international politics have created a tsunami of uncertainty, anger, fear and division.

Is there any wonder why? We have been hit with a barrage of headlines about the dire predictions for the UK economy including;“Pretty grim reading” “Two decades of lost earnings growth”“Declining living standards”“The endless living squeeze”Throwing in the mix about Brexit threatening to move your jobs to mainland Europe, the rise of Artificial Intelligence, plastic pollution and the all the other horror stories. The idea of hiding under the bed with Moz, the John Lewis monster seems most appealing. However, there are grounds for optimism especially if you are fledgling accounts trainee, newly qualified or an established and seasoned accountant.Singularly the biggest issue facing Professional Service clients who are recruiting is not the competition.  It is not unrealistic salary demands but it is the ongoing skills shortage amongst candidates particularly around Audit / Assurance / Tax / Advisory / Risk and Insolvency.Demand for accounting staff has remained consistent throughout the year and will continue into 2018. We do not hear from our clients about the imminent collapse of the UK economy.  Far from it.  The expectation is a push on hiring next year.The question to ask job seekers should be, what are you doing to make your profile stand out? what skills do you need to develop? where can you focus your efforts to secure your next role?  How are you approaching your job search?For those employers out there, the message from the UK working population is very clear.  The drip feed for improved flexibility and work life balance driven by the millennials is now matched by all generation types.It is by far the biggest motivator for job change.  Money, reward and career development is following closely behind. The thinking is; if purchasing a house is a distant dream and materialism and the requirement for “things” less important, life experiences and time to enjoy them is the compensation.

A business with innovative ideas, working flexibly with clear objectives whilst operating as an achievement focused meritocracy is an easy and compelling sell.So, accepting change, embracing it and leading change for candidates and clients alike is the optimistic message as Christmas and a New Year approaches.  Time for calm and hold of nerves, panic is no use to anyone.

Want a career in finance? Here's how to get started

Want a career in finance? Here's how to get started

02 Apr 2017

Are you the ultimate number cruncher -the king of the spreadsheet? Want a career where money isn’t just the reward but the focus?If you’re often the one left deconstructing the bill after dinner, have a sharp eye for detail and a mathematical mind then working in finance could be the perfect career for you. Not sure where to start? We’ve got you covered.Here are some careers to consider in the finance industry and some of our top tips to help you get ahead: 

Finance assistant

What they doSupport the finance team by taking responsibility for numerous administrative duties. This includes managing purchase ledgers, keeping an eye on financial policies, setting up direct debits and standing orders to make sure the department runs smoothly.

What you need An organised and methodical approach to your work is essential, as is a strong aptitude for numbers. You won’t need previous experience for many entry-level roles, but being able to use excel would be preferential.

Earning potentialStarting salary will be around the £16,000 mark, rising to around £20,000 and above with additional experience. 

Perfect forPeople who like to keep everything organised.


What they doManage organisations’ accounts, ensuring their financial position is constantly updated and reported on. Oversee all incoming & outgoing costs of the company ensuring these are in line with the company budget as well as providing reports on improvement.What you needNumerical ability is a must, not to mention a passion for arithmetic and rigorous attention to detail. Qualifications are preferred but not always essential although a familiarity with financial accounting customs is favoured for most entry level positions.Earning potential Entry-level salaries start at around £22,000 rising to £30,000+ with the right level of experience and qualifications.  Perfect forPeople who like deconstructing analysis.



What they doSupport the finance department by reviewing risk, identifying opportunities and keeping up to date with any legislative changes ensuring the organisation is fully compliant with industry best practice.What you need Excellent industry awareness and a duty of care to provide the business with the best possible advice.Earning potential Initial salary may start at around the £22,000 mark, but successful auditors can be paid up to £40,000+Perfect forPeople who are great with advice.  


Finance manager

What they do Leading the finance department in the direction of the business objectives, ensuring team duties are delegated efficiently, working with the team to provide a strategic vision for the future. Control over analysis, reviews and forecasts of the business strategy.What you need Excellent analytical skills, confidence and the ability to make decisions under pressure. Leadership will also be of paramount importance to your team. A degree is preferred, but experience in a similar financial capacity could work in some cases.Earning potential Anything between £40 – £50,000 is typical for a finance manager depending on the size of the company. 

Top tips Set your Goals The first step is the hardest step. Visualise the job you want. If the end goal is a stretch too far at this point, break it down into realistic and achievable steps.   Know your abilities It’s time to look in the mirror and get to grips with your own strengths and weaknesses. Be brutally honest, know where you are in relation to your goal, but don’t let this put you off. You’re on a journey and that journey may take you onto some ‘B’ roads before you hit the motorway.   Get a Personal Development Plan Craft a Personal Development Plan and decide what actions you need to take to reach your goals. Be specific, make your actions measurable and write a date in which you are going to hit the mile-stones and stick to them!   Take advantage of the many opportunities  Maximise the in-house training that working in the finance sector offers. Talk to your line-manager about doing external courses or gain additional experience by shadowing others. If you’re working with suppliers they often offer free events to join that will add to your knowledge base. Take advantage of any free learning that is going on offer.   Talk to someone who is where you want to be Find someone doing what you want to do. Now that you have a role model ask yourself what is it about them that has made them successful. Maybe sit and have a coffee with them and talk about their career journey. Find out their secrets-of-success. You will find that people are often more than happy to talk about themselves and offer this key information quite freely.   Connect with others Build connections with people who can help you. Join communities and professional networks – these may be specific functional groups or skill specific associations. Build a LinkedIn profile. Be relevant to their conversations and be prepared to hold your own opinions. It’s important to share your passion but stay on piste and develop an antenna to tamper down when necessary.   Be prepared for change Change is constant – get on board or get left behind. Keep your eyes-open to new deployments in your sector and do not be afraid to offer your services and get stuck in to any new project.   Brush-up on your knowledge Keep abreast of your profession, read sector related magazines and journals attend events and talk to people in commerce to get a fresh and up-to-date perspective.   Adopt a commercial mind-set Providing value-for-money in the finance is not good enough. The whole sector wants to see a measurable cost benefit and accountability for service delivery. Demonstrate that you can not only achieve targets but know how you can make these relevant to your audience.   Finally... Passion and ambition is infectious. Your drive and energy will elevate you to stand out in the crowd. Be generous with your ideas and treat others how you wish to be treated yourself.

 Morgan Hunt is a leading finance recruiter with a wealth of finance & accounting recruitment experience. We appreciate the essential function of finance and the importance of finding the right finance & accounting professionals – not only in terms of skills and experience, but also in terms of cultural fit and long-term development. Contact us or call the team on 0207 419 8900 to find out more.

If X+Y=10 and X+X=7 calculate the number of female accountants

If X+Y=10 and X+X=7 calculate the number of female accountants

05 May 2015

Women in accounting - top exam results, but still on the trial balance

From what was a male dominated profession there is no doubt, females are making quite a bit of a stir entering accountancy. This year women have scored the highest exam results in the latest ACA Professional Level exams that has resulted in an all women prize list of top scorers.So not only are women proving themselves academically fit for purpose they are also not afraid to enter a profession once regarded as boys’ school territory.But this is the start of the story and not the end so there has to be a big ‘but’ somewhere and here it comes:Although women can prove themselves in the exam room they are yet to be given equal opportunity in the boardroom; even more surprising is that in some parts of the world women now represent the clear majority of accountants. Regions such as Asia Pacific; Singapore and the Philippines have some of the highest female accountant populations in the world estimated to be up to 75%, with the American labour bureau reporting female numerical dominance in accounting and tax positions. There’s more of the ‘but’; in the UK a recent survey by ICAEW and Stott & May shows women earning on average 37% less than men explaining the gender pay gap partly due to seniority of role, sector bias and job type where pay is typically less.So here’s the rub in the ‘but’; there are now more women entering into the profession, they represent majorities in some regions of the world, they excel in exams, yet they hold more junior positions, working in sectors that are not so highly paid that offer part time working, and they make slow progress when it comes to the boardroom, a natural path for accountants to take; women are struggling to reach 25% in the ftse 100 companies and only 18% in the top 250. On the worst interpretation; the data conspires a theory of discriminatory practice in accounting, the science has little form of testable explanations and the maths simply doesn’t make sense. On the best, it is a decision that women make to be more flexible to their life’s needs, with their choices favouring more worthy and satisfying sectors to work in.Whatever the cause and we must remind ourselves that equal opportunity and diversity isn’t just about women; it follows along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or any other ideologies. It celebrates differences and balances opinion and decision. Global companies thrive on it.However the effect of the appalling statistics on women in accounting is not, in the long term, good for commerce and business, and organisations must consider the consequences of continued male dominance at the top in accounting; lest we forget how far women have come in the last century.For more information on accountancy jobs email

Death of the tax return: what this means for accountants

Death of the tax return: what this means for accountants

23 Mar 2015
Real time online accounting may not be the sweetie of choice for small businesses but overall for accountants its good news.

Under the plans for online self-assessment and payment accountants are likely to be busier than ever.Although the detail has yet to be worked out, effectively people who work for themselves and small business owners are likely to be filing income returns and paying their income tax throughout the year. This will inevitably mean more work for accountants as they keep their clients’ compliant.The chancellor’s announcement was wrapped in candy floss yet for many this may not be the sweetie of choice. Submitting accounts via desktop, smartphone or tablet may seem highly edible but sceptics doubt that dates will be random or that there will be a choice over when tax should be paid.The upside of course is that instalments can be spread throughout the year, easing the burden of the year end lump sum but small businesses will need to keep their books balanced real time too and this may take up more accountant time adding to costs for the small business owner.Of course the real treat will be consumed by the Chancellor of the Exchequer who will get tax money into the coffers much earlier. Tax collections could feasibly be as prompt as PAYE, but this class of taxpayer does not have the administration to do themselves.In digesting the news there’s been a mixed reaction which has fuelled discussions around HMRC’s track record of large scale IT projects, which real time online assessment will need; historical performance on over-runs and over budget projects, HMRC’s ability to gear up for year round support, particularly when all incomes will need to be declared in a timely way; the sceptics are out front viewing the introduction as overly ambitious.The current online assessment has not been without its faults. Certain types of income still need to be filed in hard copy or use companies that have invested in expensive software to submit the return. In theory the concept should make tax reporting simpler but at the moment the devil is in the detail and this may not be the ribbon wrapped chocolate box that the chancellor promises to tax payers.Is this good news for accountants? Yes of course. They will be in more demand as the small business accountant will need to be retained throughout the year. And for the economy? Having tax collected earlier is always good for the treasury. Less wiggle room for tax avoidance? Probably as most accountants are keen to see these gaps closed with the damned if you do and damned if you don’t approach of the past few years.For more information on finance jobs email

Public sector finance jobs outlook

Public sector finance jobs outlook

30 Jan 2015

Challenging was the word for central and local government finance professionals. In contrast the NHS, education and charity sectors held up well with finance managers, controllers and head of finance roles the most popular in the more buoyant areas within the public sector. Despite a backdrop of more cuts to public sector funding, the outlook for opportunities for finance professionals looks improved.

How does this influence what type of financial leaders charities and public sector bodies are looking for in 2014 and what are the potential challenges facing them?

Charities & Membership Bodies

Charities that relied on local council funding and those that provide disability assistance were squeezed, with some charities merging and 1600 organisations closing down altogether. 

Large charities which relied heavily on donations have struggled over previous years. However, more recently, they have seen an increase in charitable donations in the past 12 months reflecting a more positive mood in the private sector. The result is a more commercial sector increasing headcount in all areas of support staff, in particular, an increase in demand for financial professionals.

Education and training providers

The education sector continues to become more commercial.  As a result, more organisations were dedicating time to finding finance business partners, management accountants and commercial VP’s of finance.  However, attracting candidates from the commercial sector to education remains a challenge from a salary perspective.

We expect the sector will see continued budgetary changes as public sector funding is reduced and replaced by private tuition fees. The rise in student tuition fees and increased competition with international institutions means next year we will see more higher education institutions having to cut cost and merge roles.


Finance professionals in local and central government faced a tough year as the demand for senior part-qualified and newly-qualified accountants decreased substantially. This trend looks set to continue, with only a few areas recruiting finance staff.

Increased public scrutiny in large corporate affairs after the GFC has resulted in regulatory bodies increasing hiring of finance professionals.


We anticipate a drive in the housing sector to get more value for money. Finance candidates will need to clearly demonstrate this to potential employers. Management accountants will continue to be in constant demand as housing associations aim to keep tight control on budgets and forecasts. Seasonal fluctuations will predictably occur around half and full year-end.

With many housing associations not having extra staffing capacity, this will probably lead to high interim demand.  The G15 and other larger national associations will continue to recruit finance staff at transactional and middle-management level.


We saw an increase in interim and temporary recruitment within the NHS.  We found that the primary reason for the increase was due to the cuts at management level – an unsurprising development in light of ‘an aim for £15 billion in efficiency savings’.

The subsequent knowledge gaps across NHS Trusts and hospitals have in turn increased demand for interim cover to bridge these gaps. Financial skill sets that were particularly sought after during the last year include financial planning and analysis and financial modelling to accurately monitor long-term costing and expenditure of a ‘moving feast’ in many situations. Candidates with these skills were able to command significant increases in their rates as they were in constant demand and still are today.

Management accountants with pricing and costing experience were also highly sought after as budget management was of particular importance within the NHS. Technical financial accountants were also very much in demand. Furthermore, as the NHS sought to improve efficiencies through improving financial systems, finance professionals with ERP systems experience were also sought after – Oracle the most frequently requested by hiring managers.

As the Clinical Commissioning Groups (CCG’s) and Commissioning Support Units (CSU’s) continue to evolve, finance professionals with specific experience in these areas will be in demand.

2014 looks set to be a busy year for interim and contract recruitment in the NHS.  Cuts to permanent staffing budgets set to continue until at least 2015, will increase the competition for specialist temporary staff with NHS Trust, CSU or CCG experience.


Public sector saw some tough times in 2013, with further cuts and a further decline in jobs.  In contrast to this, the NHS, education and the charity sectors have held up better and have seen a demand for finance professionals. however, with these cuts we can expect to see a demand in finance professionals with the capabilities to ensure organisations see ‘bang for buck’ across the board.

New growth in finance jobs

New growth in finance jobs

20 Jan 2015
Morgan Hunt explores what this means to employers and candidates

After five years of deep recession it’s official - the UK economy is growing. No matter how small the economic growth is at present, firms will need to take a closer look at how they are hiring because without planning for talent when employment conditions change they risk being left behind in the skills chase. 

One of the problems in relying on economic growth numbers to come out is that they are always after the event has happened. Delayed reaction could see the company’s growth plans stifled simply because the skills are not in place. 


So how will this play out in recruitment supply and demand for finance jobs. 

An Office of National Statistics report reveals that real wages have been dropping consistently since 2010. In general the economics of this means that the supply side of finance candidates has been stronger than the demand side from employers.  

However there currently appears to be an exception to the economics rule because despite the optimism of employers, accountancy candidate confidence and their attitude to risk is stalling the flow of finance talent coming onto the market. In other words candidates are staying put. 

With stagnant salaries (real wages have been dropping consistently since 2010) and the “last in, first out, myth”, there continues to be little incentive for candidates to dip their collective toes into the market unless a burning platform forces them to jump. Candidates are being risk adverse with their primary need, of the time, being security. 

Employers are now facing a skills shortage across many accountancy divisions. They are also retaining their exacting standards when hiring - unfortunately this bottle neck will grow until good old fashion supply and demand moves towards equilibrium.

A return to a candidate led market will mean rising pressure on salaries, golden hellos, generous share options and improved benefits to attract the best finance candidates.


What does this mean for recruitment?

Contractor rates are rising and permanent salary ranges are edging up which is the first indication of a tightening skills market. Accountancy candidates will not move from current positions unless there is a firm career benefit to do so. Salary packages will need to rise to attract new talent and employers would benefit from keeping a more holistic outlook on their selection criteria. 

Often the right person is not necessarily the one who has the best ‘on paper’ match in terms of industry and job experience. The recent appointment of Sir Stuart Rose, former Marks & Spencer’s boss to advise the NHS on how to improve management is a case in point. 

What does Sir Stuart have in common with reviving a ‘failing’ NHS. The answer is probably quite a lot. Stuart’s skills have been proven to be able to spot the issues in large complex organisations – a precise match for the problem at hand.

The art of recruiting often lies in identifying the underlying skills of a finance candidate. Being too focused on trying to find an exact match in keywords, phrases and sound bites does not necessarily yield the best person.


A change in recruitment methods will be required when finance candidates are in short supply. 

London in particular is an improving market and any recessionary loyalty will be firmly tested when competitors realise that improved benefits and packages tempt staff away.  

For more than five years employers have called the shots with the most exacting criteria and often with the added recruitment ‘cherry’ of industry sector relevance. It is now just a matter of time, but the move to a candidate led market is returning.  

Excellence needs to be rewarded and employers need to plan and factor in; that the recruitment boot is moving to the other foot and ultimately if employers persist with continuing to work as if the UK is still in recession, then it may come as a shock when highly skilled accountancy candidates pass them by. 

Morgan Hunt offer a consultative service to help you and your organisation find the kind of finance skills that will ensure the continuity of your mission. For more information email [email protected]

Financial professionals re-examining their roles

Financial professionals re-examining their roles

16 Jan 2015
Why finance has gone from being the number crunchers to partners in strategy


A number of key events over the last 5 years have led financial professionals to re-examine their roles. What is different now?

Since the global financial crisis the importance of the CFO has risen dramatically, but it’s not just this event that has propelled them and their functional department into the limelight – finance professionals have gone from being the principle number crunchers to partners in strategy.The finance function makes two essential contributions to the business; understanding costs and how these translate into outputs that turn profits. This isn’t just about doing the maths, the soul of the challenge lies along a continuum of thinking from; quantifying the value of using alternative delivery models and understanding the dynamics of the business through to ensuring that the organisation has the right structure and skills in place, and that the truth on how to report value is balanced and rigorously upheld in one place. The finance function not only plays a critical role in supporting the business but asks the right questions armed with the right information in order to create it.In recent months we’ve seen a major retailer wipe billions off their share price following the discovery that its profits had been artificially inflated by some £250m due to a discrepancy between when profits were accounted for from deals with suppliers and when costs were paid. Yet it wasn’t just the accounting errors that raised eyebrows but the sheer way in which eventually the story unfolded. It’s hard to understand why a whistle blower accountant should have to go through a protracted route and through many actors that eventually involved in-house counsel to report concerns; a true indication that all was not well with the culture and structure of the business.This event, although being a high profile is just one of a number of other types of events that have changed the face of finance for good, not necessarily as a result of misdemeanours, but global incidents, structural change, tax and regulation that conspire together to make the finance function a strategic pin that not only holds everything in place but takes decisions from having better information in a wider context. Commercial deals may not be that commercial if they are not structured in the right way, operational success only comes from efficient and effective delivery of service and products and leadership rewarded from having the right contextual information…the banks may learn a lesson or two from here.In many businesses today finance has a leading role in innovation that can be financed from tax credits with business strategy that uses finance to create additional and increased value from new business models and playing a critical part in the structures that will deliver this. All this and more finance managers are embracing a more strategic role. They are no longer the number crunchers but delivering the right balance of stability for a sustainable future.  This new dawn has an impact on skills where the qualification is just the foundation. Finance professionals are destined for a very creative and commercial career where nurturing the right attributes can lead to one of the most important roles in the organisation.Morgan Hunt is a specialist recruiter in the finance sector and offer a consultative service to help you and your organisation find the kind of finance skills that will ensure the continuity of your mission. For more information call 020 7419 8900 or email us.