An insider’s view on in-house hiring
Welcome to this interview with Ian Brimicombe, an accomplished former Head of Tax at an FTSE 100 company. Ian has an extensive background in tax, having worked in practice and industry for over 20 years. His tax planning and compliance expertise has helped his company navigate the complexities of tax laws and regulations.
As the former Head of Tax at a leading FTSE 100 company, Ian was responsible for ensuring that his company complies with tax laws and regulations while optimising its tax position. With a focus on building a strong tax team, Ian understands the importance of hiring the right talent to drive success in his department.
In this interview, we will explore what Ian looks for when he recruits for his team. With his wealth of experience, Ian has an in-depth understanding of the skills and qualities required to succeed in tax, and he shares his insights on what he looks for when assessing potential candidates.
Ian Brimicombe Interim CFO Burberry (Former FTSE 100 Head of Tax)
Describe the necessary skills required to build a career in tax
Technical competence and understanding of UK and international tax frameworks are, of course, key. In addition, candidates must demonstrate an aptitude for interpretation and practical application of the law rather than presenting several options to a client. Decision-making capability is therefore paramount, taking a step back and making an informed, reasonable decision in a commercial setting. The other essential capability is effective business stakeholder management. Having strong communication and influencing skills and the ability to engage with colleagues in the wider business is crucial. Successful candidates must demonstrate their responsiveness, flexibility, and ability to explain technical tax information to non-tax colleagues.
What advice would you give those currently looking to move in-house?
Candidates should get a feel for what life in-house would be like in advance. There is a clear distinction between consulting and in-house roles, and it can be quite a cultural transition. In-house roles carry greater personal responsibility and decision-making with more headroom to operate in a fast-moving environment. Candidates must demonstrate the necessary attributes to thrive in this environment, including confidence in their technical and practical judgement. Early responsibility for decision-making is one of the significant changes tax professionals encounter when moving in-house for the first time.
What do you look for when recruiting?
A candidate's technical capability plays a significant part, but I look for someone with the right personality to apply their technical knowledge in a business environment. Therefore, we objectively grade employees through a joint capability assessment against both technical ability and people skills.
What pre-interview advice would you give those currently active in the market?
It may seem obvious, but I'd advise them to understand the business by reviewing the company's annual report, accounts, analyst, and media commentaries. In addition, candidates should understand the company's business and tax challenges, risks, and opportunities. I'd also want to see a candidate demonstrate enthusiasm for the business and their subject matter expertise.