inhousetax.co.uk - Talentpool Selection
About In House Tax

About In House Tax

This weblog is a news and views site for tax professionals within the UK and international in-house tax community.  You will find information about appointments and people moves in and around the in-house tax market, issues affecting the in-house tax professional, opinions on the state of the tax job market, updates on tax technology, and other general thoughts of the day.

Hope you find it useful.

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Location: St Albans, United Kingdom

This site has been developed by Simon Godley, who also runs the niche tax recruitment company Talentpool Selection . Simon spends a lot of his time placing tax specialists into FTSE companies, large in-bound groups and some professional services organisations. He also recruits and is well networked around the UK tax technology and VAT markets.

Tax News

Tax Reporting ? IT skills ? Combine the two!

Wednesday, 22 February 2012


Very interested to talk with in-house tax professionals in large UK or EU based businesses that have built up experience in tax accounting / deferred tax methods etc. Combining this with knowledge / interest of IT systems & Excel functionality could place someone on a very lucrative career path over the next 5-10 years.

Tax Systems Implementations Specialist - Software House
London based (with travel) | £35,000 - £50,000 + Bonus + Bens

Do you have experience in corporate tax compliance and/or tax accounting? Do you have a passion or strong interest in IT & computing? If yes, this is an excellent opportunity to combine those skills and interests, and to focus your career into high-end tax compliance systems. Due to growth of this software company in the UK and increased customer pipeline, a new role has been devised for a corporate tax accountant or tax senior with good IT / Excel skills to work on client projects to implement tax accounting and compliance systems. This will be a client-facing role, and also acting as a project co-ordinator between various key stakeholders - the client, sales, IT development and external project partners. You will ideally have an accounting/ tax compliance background, having worked on the year-end tax accounting process and / or corporate tax computations for a large corporate group. You may also have moved your experience towards tax technology and tax software systems, either within a Big 4 consultancy or as part of an in-house tax role within a large international group. You do not need to be an IT program specialist to move into this role, although a keen interest and aptitude for IT applications (e.g. Excel / MS Access/ Hyperion) will be very beneficial. In addition, you will be confident with very strong communication and relationship skills, now looking to progress your career into the growth field of tax technology.

For more information on this, or for a confidential discussion, please contact Simon Godley on 0870 46 056 46 or e-mail at: sg@talentpoolselection.com

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posted by Simon Godley
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Why bother using a recruiter?

Thursday, 16 February 2012


By Simon Godley

In all hiring processes, there is an organisation (Client) trying to recruit someone (Candidate). There are many strong arguments for a Client to employ an external recruiter to find suitable candidates, however this article addresses the benefits and value to a Candidate i.e. someone considering a job move, and in particular someone (e.g. corporate tax accountant or tax software consultant) looking for a move in a very niche market.

I believe that you have to become progressively more specialist or niche in a certain field in order to keep pushing your career onwards and upwards. And operating in a specialist market (such as transfer pricing or VAT systems within the tax world), you get to think that you know all the companies and players in that market. So when it comes to the point where you either want to, or have to, look for opportunities outside your company, you may feel there’s no need reaching out to a recruiter (or going through a recruiter / headhunter) because you can do it yourself.

Well here’s 5 points to consider:

Market Knowledge - At the early stages of discussion, a recruiter who knows your market well will be able to give you a snapshot of what options are out there. They may be cautious in revealing company names initially, but you will get a useful view of how in demand your background/experience is. Only a small proportion of openings are advertised through the press or social media, so there could be roles in your market that are very much hidden from your field of view. Also, a very experienced recruiter in your market will be able to offer some broader career advice, and give you a view on which moves are achievable for you, and in a lot of cases the ones that are not.

CV presentation - A recruiter can give you advice on your CV, and will in most cases change its presentation before putting across to a client. First impressions from someone glancing a CV can be crucial to success, and it needs to hold their attention for sufficient time for them to want to pick up the phone or arrange a meeting.

Getting that first meeting – in the past you may have made approaches to companies directly, either e-mailing someone you know or applying via a careers portal, but how often has this led to getting a first interview? Does it feel like your CV is going into a black hole, and no-one is seeing it? Good recruiters know how to get candidates first interviews, and without getting that first meeting, you won’t get hired. Also, how will you prepare for the interview? Do you know the background of the person interviewing you, and what sort of questions they might ask? A recruiter close to the client will know this.

Getting some useful (or any) feedback – working through a reliable and trusted recruiter, this will help to keep communication lines open and keep the process moving. One think I hear time and time again from candidates is that they didn’t get any feedback after an interview, and just didn’t seem to find out what went wrong. This can happen going direct or through a recruiter, but a recruiter can push to get some useful feedback. And if it’s a ‘no’ after a first or second interview, a client is much more comfortable delivering bad news (and the reason for bad news) to an intermediary than direct to your face.

Negotiation on salary offer – and with this, I’ve saved the best until last. The most crucial part of the hiring process is getting an offer at the most attractive salary level, and at a level at which you are happy to accept. This part of the process can only be done smoothly through a skillful middle-man i.e. with a recruiter. You may think that a company or hiring authority knows what to offer because they know your value in the market, but in reality they don’t. They need advice and guidance on where to pitch a role, particularly in a very specialist field, and so you need a negotiator to work with you and the client to arrive at something that makes sense.

I know there will many people out there who have successfully found a new job without the help of a recruiter, and if a process is managed well and keeps moving with the right momentum, everything can fall into place nicely. But by engaging with a specialist and trusted recruiter, you will get all of the above benefits, and all for FREE.

Other viewpoints on this very welcome.

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posted by Simon Godley
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KPMG increases its Indirect Tax Services offering in the US

Thursday, 9 February 2012

Source: Inaudit.com

Just seen this news flow on KPMG taking over part of the Onesource Indirect Tax business in the US. I think this seems to be the tax services side of the US Onesource Indirect Tax business, and largely a US-centric transaction:


Propelling itself into position as a global market leader in indirect tax compliance services, KPMG LLP has acquired the US assets of Thomson Reuters Corporation’s (TRI) widely respected ONESOURCE® Indirect Tax Managed Services business.
The service will become part of KPMG’s Indirect Tax Compliance Services, which is part of the US firm’s existing State and Local Tax (SALT) practice and KPMG’s Global Indirect Tax Service offering provided by KPMG member firms throughout the world. KPMG will maintain an ongoing relationship with Thomson Reuters through the continued use of Thomson Reuters’ underlying technology to power these US-based services.

“This acquisition brings the market-leading technology, content and skilled professionals of the ONESOURCE Indirect Tax Managed Services business of Thomson Reuters together with KPMG’s demonstrated ability to manage the complex, evolving landscape for indirect tax in the US and globally,” said John B. Veihmeyer, Chairman and CEO of KPMG LLP, the US audit, tax and advisory firm.

“We’re giving our clients a ‘one-stop shop’ with superior expertise, scale and a comprehensive approach to indirect tax management and service,” Veihmeyer added.
“The acquisition underscores the benefits of KPMG’s growth strategy, in which the US firm and other member firms focus on organic and inorganic opportunities to enhance their ability to serve clients with market-leading resources,” Veihmeyer said. “This strategy reflects our decision to invest in the future for our own long term success – and to better serve the emerging and future needs of our audit, tax and advisory clients.”

Service Addresses a Clear Business Need
The global expansion of business, and the concurrent global shift to indirect taxation, has moved indirect taxes beyond the traditional US realm of the state sales and use tax model to include value added taxes (VAT), goods and services taxes (GST), excise taxes, transfer taxes, and more.
Companies of every size from the Fortune 100 to the Mid-Market must now comply with increasingly complex regulations and correctly report their tax positions to a range of authorities globally – or face financial, reputational and trading consequences if they come up short.

“Our team of KPMG professionals, augmented by the newly acquired and highly skilled ONESOURCE Indirect Tax Managed Services team, will bring a new dimension to how companies can effectively manage their increasingly complex indirect tax processes, risks and controls,” said P. Scott Ozanus, vice chair and head of Tax Services for KPMG in the US.

“The acquisition also enables us to provide our clients with the enhanced outsourcing and indirect tax managed services and support that can help them effectively manage their indirect tax obligations,” Ozanus said.

Niall Campbell, KPMG Global Head of Indirect Tax Services, said,
“The shift to indirect taxation continues to change the global tax landscape, making it critical that businesses operating internationally have greater confidence in how they comply. This important acquisition by KPMG in the US, together with the continued strong growth of the network’s indirect tax capability globally, provides KPMG member firm clients with a global network of professionals who can deliver the full range of indirect tax compliance, advisory and related services the current environment demands.”
Terms of the acquisition were not disclosed.

Thomson Reuters said it had announced to customers in December 2011 that it intended to divest this unit to KPMG.

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posted by Simon Godley
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Tax Professionals......and the Social Media world

Monday, 6 February 2012


By Simon Godley

I think we all have to accept that web based social media (the main players being LinkedIn, Facebook, Twitter, YouTube and latecomer Google+) is now highly established as a communication platform, and is without doubt here to stay. Facebook seems to be the industry Goliath, with 500m users worldwide and approximately 23m active users in the UK. That’s one third of the UK population actively using Facebook. Research shows that there are approx 6m active users of Twitter in the UK, and a similar number using LinkedIn. These are stats from mid-2011, and so these user numbers will have grown quite a lot by now. From 2011 user statistics, there are approx 2.6m worldwide users of LinkedIn who work in finance. From doing a couple of basic searches on the LinkedIn site, it shows that of these there are approx 350,000 finance users in the UK and just over 60,000 users in the UK connected to the word Tax, most of which have the word tax in their job title. That’s a lot of tax professionals already on LinkedIn.

Also, I think there is still a perception social media (particularly Facebook) is mostly used by teenagers and students who are connecting and mailing friends etc. That’s no longer the case. Of the 23m Facebook users in the UK, a significant proportion are in the 18-34 age bracket (12m), however there are approximately 2m users in the 45-54 age bracket, so I don’t see this as being a youngster fad anymore. Some of these sites now have a strong business network element to them, and that’s attracting people across all demographics.

So, how relevant is social media communication for the tax professional? Given the user stats on tax people appearing on LinkedIn above, we can safely say that LinkedIn is now a highly popular medium used by the tax profession in the UK. It is used as a highly effective networking and marketing platform, both for people marketing themselves, their tax services or their firms’ tax services and products.

However can tax experts benefit from using media platforms like Facebook or Twitter, and how or why would they? For tax practice firms, who are client-facing and providing a service, then platforms such as Twitter are now being used to get their message out, whether it be on sound bites referring to specialist tax services they offer, or to start a debate or discussion around tax issues or new tax rules affecting their clients. If they can get a large number of relevant and loyal ‘followers’ then this could be a useful medium to potential clients, effectively augmenting or replacing e-mail marketing. I’ve recently seen a number of accounting firms and sole tax practitioners adopting this, although I sense it’s a bit too early for firms to adopt a full-on and cohesive social media strategy. In terms of business networking, Facebook is not at all realising its potential. There seems to be much less appetite from Facebook users to mix business with pleasure, with most users preferring to keep it as a non-work social and/or family contact zone. Most organisations, including all the major accounting firms, now have an active Facebook page, trying to get customers to ‘Like’ their page and in turn have an audience to engage with, but this really hasn’t yet taken off as a successful route to market.

How could social media be of professional use to the in-house tax adviser or Head of Tax? LinkedIn is now a well established tool amongst Heads of Tax – a quick review shows that there are between 350 and 400 UK based Heads of Tax using LinkedIn. LinkedIn would therefore seem a well accepted tool for commercial tax professionals to make and track connections to other tax people, and to read / take part in tax sector discussions. But I think it is much less obvious of any benefits to a Head of Tax, except for pure social use, from actively using Twitter or Facebook. In-house tax professionals are far less pre-occupied with selling/marketing their companies’ businesses, as they will have other departments and marketing agencies that take care of that, and it is those that will be engaging on Facebook/Twitter. However Twitter can be used to receive tax updates from the Big Four firms, through ‘following’ Deloitte UK budget or E&Y International Tax, for example. The downside of Twitter is that you are constantly flooded with information on Tweets, and it takes some time to decipher what’s useful amongst a lot that is not.

As mentioned before, social media sites are commonly used as effective tools to market yourself, and this can be just as powerful for a tax professional as for any other professional, particularly as either a job seeker or hiring manager. I would suggest it to be prudent for any commercial tax professional, irrespective of level, to have some form of social media presence. LinkedIn is currently the accepted channel. In terms of how the internet search engines (e.g. Google) and social media sites operate and interact, the reality is that you have to be ‘in it to win it’. In other words, by accepting and using social media effectively, a tax job seeker will be found more easily, and therefore logically a hiring manager can use it to seek out candidates.

In summary, social media use is increasing amongst tax professionals, with LinkedIn remaining the platform of choice and with many useful applications. For any tax professional or tax practice trying to get a message out and market themselves through social media, Facebook and Twitter should be explored, although I sense these mediums have got someway to go before they are a more tried and tested marketing route.

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posted by Simon Godley
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Transfer Pricing Manager - London opportunity

Wednesday, 1 February 2012


Demand for transfer pricing specialists in UK and Europe remains very strong, both from the advisory firms and for in-house roles with large-end corporate groups.

Here is an example of a hands-on transfer pricing manager opportunity with a high calibre and progressive Top 20 firm for their London office.

Transfer Pricing Manager
London | £55,000 - £70,000 + Bens

Ambitious and forward thinking professional services firm has created a requirement for a proactive and hands-on transfer pricing specialist, operating at the Assistant Manager or Manager level. Based in London, and reporting to a senior partner, this role will have excellent exposure with clients and have a high visibility within the firm's tax division. With a focus on the compliance / documentation process of transfer pricing, key aspects of the role will involve preparing TP reports, analysis and advice on the workings of clients' TP policies, database reviews, economics analyses, and thin cap considerations. In due course this role will progress into more business development around TP and become more of a leadership role in the tax practice. To match with this opportunity, you will have well established transfer pricing experience, having worked on a variety of client scenarios in practice. Ideally with a training in a Big 4 / Top 20 practice, you will be well skilled at running a number of transfer pricing reports and with a hands-on analytical approach to the studies. You will interact well with clients, and be able to convey and present complex scenarios in an understandable format. This is an excellent opportunity for a TP specialist to progress their career quickly and to have high visibility within a smaller growing team.

For more information or for a confidential discussion on this role, please call Simon Godley on 0870 46 056 46 or email: sg@talentpoolselection.com
Alternatively please Contact Us through our website.

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posted by Simon Godley
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