Applying for roles in today’s competitive accountancy job market — whether in audit, tax or general practice — can feel like navigating a maze. You can have what you perceive to be a good meeting with a prospective employer, sometimes hear nothing back, and other times, you get to the final stage… only to be told the firm has “gone in a different direction.”
If that sounds familiar, you’re not alone. But here’s the good news: the reasons candidates get turned down are often avoidable — and with a few small changes, you can significantly increase your chances of securing an offer.
Let’s break down some of the most common reasons firms say no — and what you can do to turn that into a yes.
You might have the skills. You might even be the perfect fit. But if your CV or interview answers don’ttell that story, hiring managers may not see it.
What to do:
Tailor your CV and interview responses to the specific role. Show how your experience directly maps to what the firm needs.
Focus less on listing duties and more on outcomes — what did you achieve? How did you add value?
Highlight commercial awareness, not just technical ability — firms want people who understand the bigger picture.
In interview settings, many candidates play it safe: textbook answers, overly rehearsed responses, minimal personality. But firms aren’t just hiring a skillset — they’re hiring a colleague.
What to do:
Be authentic. Let your passion for the work — and the firm — come through.
Share insights and opinions where relevant. Firms value people who think for themselves.
Don’t be afraid to talk about what you’re
looking for, not just what you’ve done.
Firms want candidates who are genuinely interested inthem. A surprising number of people walk into interviews without really understanding what sets the firm apart — and it shows.
What to do:
Research the firm’s recent growth, values, client base, and tone of voice (look at their website, LinkedIn, press releases).
Ask thoughtful questions that show you’re engaged.
Show you’re thinking long-term — where could you add value over the next 2-3 years?
It might sound strange, but some candidates inadvertently make it hard for firms to justify an offer — even when they’re technically qualified.
What to do:
Be clear and confident about your motivations. Why this firm? Why now?
Demonstrate that you’re ready for the next step — whether that’s leadership, specialism, or simply a fresh challenge.
Make sure your salary expectations and notice period are realistic and aligned with the role.
Many offers don’t go to the most experienced candidate — they go to the one who shows the most potential to grow with the firm.
What to do:
Talk about how you’ve developed in recent roles — whether that’s mentoring juniors, improving systems, or picking up new technical skills.
Be open about what you still want to learn — and why you’re excited to do it there.
Show that you’re thinking ahead — about the firm’s goals as well as your own.
Getting an offer isn’t just about ticking boxes. It’s about showing the firm who you are, what you bring to the table, and why you’re someone they want on their team.
If you’ve been getting close but not quite there, it’s worth stepping back and asking:Am I making it easy for them to say yes?
With a few smart shifts in how you present yourself — on paper and in person — you might be closer than you think.
