THE NEXTEAM APPROACH
Finance talent. Evaluated for the work.
Relevant experience, technical ability and clear communication. Our evaluation connects those qualities to the responsibilities you need someone to own.
Start with your role: the first deliverable, systems, working hours and person reviewing the work. A staff accountant preparing reconciliations needs different evidence from a senior accountant reviewing a close.
Five stages. A clearer hiring decision.
From experience to a practical assignment and the reasoning behind it. Discuss the assessment evidence available for each candidate and any requirements your team still needs to validate.
Stage 01
Relevant experience
Stage 01
Relevant experience
We examine career history, responsibilities and the work a candidate has actually owned. For accounting roles, preparing a reconciliation, reviewing one and approving the close are different responsibilities. The discussion should establish which applies, in what business environment and with which systems.
Stage 02
Analytical reasoning
Stage 02
Analytical reasoning
The aptitude assessment examines how candidates interpret information, solve problems and explain their approach. We look beyond the final answer to the assumptions and checks behind it. For a finance role, recognising missing information matters alongside working accurately.
Stage 03
Technical interview
Stage 03
Technical interview
A live conversation explores technical depth and communication. Candidates should be able to explain an accounting treatment or financial analysis, describe their own contribution and respond when a reviewer challenges an assumption. The relevant technical questions depend on the responsibilities of the role.
Stage 04
Practical assignment
Stage 04
Practical assignment
The sample project gives us work to examine: its accuracy, organisation and method. Accounting examples might involve a reconciliation and exception note; investment roles might involve research or a model. Discuss which work sample is available and how closely it matches the assignment you need covered.
Stage 05
Explain the work
Stage 05
Explain the work
Candidates present their work and answer questions about their decisions. The aim is to understand the reasoning, what remains uncertain and how they would respond to feedback. A useful handover lets the next person trace the result and identify what needs review.
Discuss the role and experience your team needs.
“Employing two analysts has significantly boosted our operations. Their consistent performance, expertise, and adaptability are key reasons we value our ongoing collaboration with Nexteam.“
Rafael DePaoli
FCL Capital Partners
Explore finance and accounting roles
Find support for accounting, FP&A and investment work. Choose a role, then define the responsibilities, systems and working hours your team needs.
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Frequently Asked Questions
(FAQ)
Define the role
What should we share before you identify candidates?
Describe the first deliverable, recurring responsibilities, systems, relevant industry experience and required working hours. Name the person who will review the work. Separate requirements needed on day one from skills your team can teach during onboarding.
How does the scope differ for staff and senior accountants?
A staff role may focus on preparing reconciliations, schedules and supported entries within an established process. A senior role may also own parts of the close, investigate exceptions and review others' work. Define the actual responsibility rather than relying on the job title alone.
Work together remotely
Who manages the professional's day-to-day work?
For an embedded team member, your company sets priorities, provides business context and reviews the work. The professional joins your normal team routines. Recruiting support does not replace the manager who owns the work and makes business decisions.
What should we agree about communication and working hours?
Agree the overlap needed for this particular role, a weekly one-to-one and the relevant team or project meetings. Define where updates, questions and source files live. Client-facing work may need different coverage from a back-office preparation role.
Plan the first assignment
How should we start with a new remote hire?
Choose a clearly defined assignment with usable inputs, an expected output and a named reviewer. Give feedback and expand ownership as the person learns your systems and business. The aim is to build toward complete responsibility for the agreed workstream.
What if our scope or requirements change?
Discuss the changed responsibilities, capacity and experience required. A new system, additional entity or review responsibility can change the role. Reconfirm expectations rather than assuming the original brief still describes the work.
Understand the evidence
Can we discuss the assessment behind a candidate's profile?
Yes. Ask which relevant experience and assessment evidence is available, what the work sample covered and which requirements remain open. A strong sample in one area should not be treated as proof of every skill in your job description.
Does an assessment replace our own interview?
Your interview remains useful for testing the match to your business. Use it to discuss the first assignment, review expectations and systems. Ask the candidate to explain decisions from their work rather than repeating a general career conversation.
Confirm the practical fit
Are availability, English and system experience the same as technical fit?
They are separate checks. Confirm spoken and written communication for the role, start date, weekly capacity, time-zone overlap and relevant system experience. Someone can be technically strong without matching the hours or start date your team needs.
When do we confirm rates and engagement terms?
Confirm the proposed rate, scope, capacity, start date and engagement terms before starting. Ask for the terms that apply to your specific arrangement, including how changes or any trial period would be handled.
Not exactly sure who is perfect for your job?
Contact us today, and we’ll deliver a custom candidate list by your chosen parameters.
