Andrews & Cole, LLC
accounting and finance search and consulting
 Greetings!
Interest rates and gas prices are up…stock prices are down…what’s going on with the economy? Luckily for those of us in accounting and finance, these indicators have not impacted the labor market, at least not here in DC. Overall unemployment in the US hovers around 4.7%; in the DC metropolitan area, it’s been as low as 3.0% this year, and GDP continues to grow at an annualized rate of approx 3.6%.
The market continues to be strong for CPA’s with technical accounting and/or compliance/internal controls/SOX backgrounds at all levels, from staff to VP’s. Opportunities exist for finance and treasury professionals, but to a lesser extent, and hiring managers are frequently requesting not only MBA’s, but also CPA’s for finance and treasury positions. Gone are the days when you could forgo the CPA unless you wanted to be a career public accountant! Even if you don’t consider yourself a “bean counter,” seriously consider pursuing the CPA certification for future growth and opportunity.
Candidate’s Corner
Managing the Timing of Multiple Offers
 When conducting a job search, we all have a vision of how things should progress: you interview with several companies (how many depends on what level you are at, how much free time you have and how eager you are). You receive very clear offers from all and have a week to think things over and make a decision.
As with most of life’s big decisions, timing doesn’t always work out this way and we’re not operating in a vacuum solely focused around our own situation. 2- 3 companies are most likely not all at the same stage of their interviewing process and 1 company probably doesn’t want to wait for another company to make a decision. Oftentimes, a company will only make a formal offer to the one candidate who knows that he wants the position. Here are some tips for managing the timing of the offer process and giving yourself as many options as possible without burning bridges by stringing along a hiring manager:
- As you move through the interview process with each company, evaluate the pros and cons, and determine what questions you need answered to be able to say, “At the right salary range, this is the opportunity I want.”
- Determine which of your questions are nice-to-know and which are deal breakers (must-knows). If you are working with a recruiter, no question is premature. It’s important for your recruiter to be aware of what you need to know to make a decision, as well as what issues you have.
- If you are dealing with a company directly, ask those questions at the appropriate point in time of the appropriate person.
- If you truly don’t see yourself going to work at a given company, don’t continue in the process just to see if you receive an offer. Consider the analogy of leaving someone at the altar: It’s better to bow out gracefully before you get to that stage than to have someone go through the trouble of putting together an offer for a position that you don’t want. Plus you will leave the door open for the future.
- Negotiate in good faith: when you receive an offer and go back to ask for certain concessions, it is generally with the understanding that, if given those concessions, you are accepting. Do not ask for more money, more vacation, etc. if you don't want the position. Also, there's no need to negotiate for the sake of negotiating. You are not buying a car; you’ll be working with the people you’re negotiating with and you want to get off on the right foot. If it’s a fair offer and you’re excited about the opportunity, respond right away. Your new employer will be equally excited to know you’re coming on board.
Client’s Corner
Preparing For Your New Hire’s First Day
 You’ve spent weeks or months searching for the right person. You’ve made an offer and he has accepted. You’ve even waited patiently while he gave notice. Now it’s Friday at 5pm and you just realized that your new hire is starting on Monday and you’re completely unprepared. How do you get your employee started on the right foot and not feeling like an unwelcome guest on a busy Monday morning?
- First off, start planning in advance. As soon as you receive the signed offer letter back, set up a timeline for what needs to be done when.
- Notify HR and Corporate IT of the employee’s start date and technology needs (phone, computer, laptop, network access, blackberry, cell phone, if applicable).
- Coordinate with HR as to what will happen on the employee’s first day, including formal and informal orientation. One company we work with has the employee’s desk set up with everything she will need, including supplies, company marketing material and/or promo’s (mug, T shirt, portfolio), and a personalized welcome letter from the President.
- This same company conducts orientation over the first week or 2 and mixes in meetings with various departments along with hands on work and training.
- Pull together some work that an employee can start on her own, as well as some work you’ll do together. Try not to “dump” a lot of work on a brand new employee, but also don’t leave her sitting in the corner feeling useless while everyone else is swamped during a period end.
A little planning goes a long way in getting your new employee off to a good start. If your company has an innovative orientation/new hire idea, please email it to us at: Email.
A Selection of Current Searches 
Our clients range from Fortune 500 to small and medium-sized companies in nearly every industry. Please go to our website or email us for details: www.andrewscole.com/currentsearches.htm
- Controller, Financial Services, Montgomery County
- Director of Finance, Construction, Denver
- Director of External Reporting, Northern VA
- Director of Financial Operations, Montgomery County
- Manager of Financial Reporting, Fairfax
- Director of Consolidations, DC
- Manager of Financial Planning, DC
- Manager of Financial Planning, Fairfax
- Manager of Financial Reporting, Reston
- Manager of Technical Accounting, Montgomery County
- Accounting Manager, Arlington
- Director of Financial Planning & Analysis, DC
- Forensic/Litigation Consultants, DC, Nova, MD
- Revenue Accounting Manager, Northern VA
- Internal Consultant, Dulles
- Senior Tax Accountant, Northern VA
- Financial Systems Manager, Arlington
- Recruiting Manager, Bethesda
LOOKING TO RELOCATE? We have local contacts in Charlotte, Raleigh, Tampa, Miami, Ft Lauderdale, Houston, Dallas, Austin, Denver, San Diego, Los Angeles, Seattle, San Francisco, New York, Boston.
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