The right auditor who fits within your team.
Audit is people work and every firm is unique. That is why a match based on personality, experience and culture fit is the foundation of what we do.
Senior assistant auditors in the next phase of their career. How do you reach them?
Senior auditors and supervisors are in the tightest market in the audit world. They have work experience, are productive and work independently. That is why they are actively approached by accounting firms. What characterises this target group?
From request to placement
Why senior auditors are so hard to move
Senior auditors and supervisors are the engine of every audit team. They know that, and they also know they have options. They don't move for a vacancy they move for a story that fits where they want to go.
We know their motivations, their RA trajectory, their situation. That makes the difference between a candidate who is 'considering' and one who actually makes the move.
What you get from us
Proactive search
We also approach professionals who aren't actively looking but are open to opportunities.
Salary advice
We guide negotiations based on current market data.
Discreet process
Your firm's name revealed only upon mutual interest.
How do you win the battle for senior talent?
Offer a client portfolio.
Seniors want to know which clients they'll be working with. Give them that clarity in the first conversation.
Map out a career path.
From senior to manager: when? How? Be concrete about the path to the top.
Offer RA support.
Anyone combining study and work wants to know their employer is behind them. Make that concrete.
Competitive package.
Senior auditors actively compare. We give you current market ranges so you stay competitive.
Senior auditors move for a future, not a job title.
We build that story together with you and present it at the right moment to the right person.
"We were looking for an experienced senior with an RA qualification. Auditworks presented two names we would never have reached ourselves. One is now a supervisor with us."
Sandra Boers
Managing Partner @ SME firm, Utrecht
Frequently asked questions
Junior managers: the link between senior and manager. How do you reach them?
Junior managers have guided their first teams and (almost) completed their RA. They are ready for more responsibility and it is precisely at that stage that they weigh whether to stay or move elsewhere. What characterises this target group?
From request to placement
Why junior managers leave just before the manager phase
Junior managers are in the phase where anything is possible: moving up to manager, switching to another firm or making the move to the corporate world. They are weighing their options and your firm wants to be there at the right moment.
We know this group inside out: their RA trajectory, their ambition and what tips them over the line. That makes the difference between a candidate who is 'considering' and one who actually makes the move.
What you get from us
Proactive search
We find junior managers who aren't actively looking but are open to the next step.
Growth advice
We advise on the path to manager: timing, clients and responsibility.
Salary advice
The step to manager comes with a salary jump. We guide the negotiation with current market data.
How do you win the battle for junior managers?
A concrete growth path.
Junior managers want to know when they will become manager. Make that path explicit in the first conversation.
Show challenging clients.
Show which clients and sectors they will serve. This group in particular wants a portfolio that grows with their ambition.
Support RA completion.
The final phase of the RA often determines the choice. Be concrete about how study and work are combined.
Market-competitive package.
Junior managers actively compare. We give you current ranges so you stay sharp.
Junior managers choose a firm that invests in their growth.
We bring your development path and your firm to the right person at the right moment.
"We were looking for a junior manager who could move up to manager within two years. Auditworks presented two names that fitted perfectly one is now a manager with us."
Eline Visser
Managing Partner @ SME firm, Amersfoort
Frequently asked questions
Reaching experienced auditors who want to move or aren't actively looking, but are open to opportunities?
Managers and senior managers are rare and they know it. A successful search at this level requires a discreet process, deep market insight and personal contact. We conduct that process on your behalf.
From request to placement
Why managers are so rarely on the market
Managers and senior managers are deeply embedded in their firm. They have built client relationships, trained teams and established a reputation. They don't move lightly. But they will move when the story is right and the timing is good.
We know who is most receptive at any given moment. That insight is the result of years of relationship-building in the market not a LinkedIn search.
What you get from us
In-depth track record
We analyse a candidate's work history and market reputation.
Reference check
At your request we discreetly verify references prior to presentation.
Culture fit analysis
At management level, culture fit is decisive. We assess this thoroughly.
What makes managers switch
Visibility and autonomy.
Managers don't want to disappear into a large machine. Show them how visible they will be at your firm.
Partner prospects.
How quickly, on what terms? Be honest and concrete. Vagueness always loses at this level.
Quality of clients.
Managers judge your firm by the composition of the client portfolio.
Total package benchmark.
Including bonus, pension and secondary benefits. We help you benchmark.
We know the market at management level like no other.
Not from a database, but from thirteen years of direct relationships with the people in this role.
"We had had the position open for six months. Through Auditworks we had a senior manager within five weeks who was exactly right. We would never have found him ourselves."
Dirk Verhoeven
HR Director @ Top 30 firm, Rotterdam
Frequently asked questions
Finding the right partner is not recruitment, it is strategy
At partner and director level, it's not about a CV, but about a match on vision, culture and ambition. A mistake costs years. We conduct this process with the discretion and depth it requires.
From request to placement
Why partner search is different
Partner RAs rarely move, and when they do, it's based on long-standing trust. They want to know who they are partnering with, which client portfolio they will bring and whether the shareholder structure matches their expectations.
We have been having this conversation for years. We know which partners are open to a new challenge and how to conduct that conversation properly.
What you get from us
Reputation analysis
We map out a candidate's market reputation before introduction.
Client portfolio insight
Insight into which client portfolio a candidate is expected to bring.
Structure guidance
From entry to share arrangements: we guide the process from A to Z.
What makes a partner switch
Share vision and strategy.
Partners move on the basis of a shared future perspective. Share your vision of the market openly.
Make equity concrete.
Equity is the decisive factor at this level. Be transparent about the structure and timeline.
Culture match over salary.
At this level, culture is the primary driver. Let the candidate truly get to know your firm.
Take time.
Partner search takes longer. Expect 3-6 months for a quality match. Haste makes waste.
At this level, reputation decides, not a job posting.
We have built thirteen years of reputation on both sides of the table. That is our sharpest instrument.
"I was looking for someone who brings more than an RA title. Auditworks understood that immediately. The person they introduced fits perfectly into our partnership."
Hans de Vries
Senior Partner @ regional firm, Northern Netherlands
Frequently asked questions
Why Auditworks?
Not a standard recruitment process, but an approach that starts with understanding who you are and ends with an auditor who feels that too.
Approach
We are the only audit-only recruitment partner in the Netherlands. We come from accountancy ourselves and speak the language of both your firm and the candidate. We base a match on personality, experience and culture fit, not on a CV alone. And we remain discreet: we only mention your firm's name when there is mutual interest.
In 4 clear steps
Introduction
We start with a conversation, on-site or online. We get to know your firm: the culture, the clients, the ambition and the people. No form, but a real conversation.
Share your needs
Submit a requestCases
Three examples of assignments we have carried out for clients.
Mark van Vliet
"Auditworks helped me make exactly the move to finance I was looking for. No empty promises, but real support."
Financial Controller
Sophie de Groot
"Sherkent's personal approach is unique. He understands the audit market like no one else."
Senior Auditor
Jan-Willem Bakker
"Thanks to Auditworks, the step into Interim & Secondment was much less daunting than I thought. The assignments align perfectly."
Interim Auditor
This is how our collaboration works
Recruitment fee
25 percent of annual salary including holiday allowance and 13th month. Not on bonuses.
Guarantee
Linked to the employment contract. Two months for an open-ended contract, one month for a fixed-term contract.
Payment
50 percent upon signing, 50 percent after the probationary period. Payment term 14 days.
If it doesn't fit
We will search for a replacement free of charge for three months.
Tell us what you're looking for in an auditor.
Submit your request without obligation. We will contact you within 1 working day with a concrete proposal.
Thank you for your request!
We have received your request. Here's what you can expect now:
Within 1 working day, one of our consultants will contact you by phone.
We discuss your request and match you with the best-fitting candidates from our network.
Frequently asked questions
Tell us what you need.
We'll handle the rest.
Describe what you're looking for and we will contact you within one working day for a no-obligation conversation.
Submit a request