Attracting Career Returners

The accountancy and finance sector is evolving at pace. With digital transformation, evolving client demands, and an increasing focus on advisory services, the “shape” of a successful firm is shifting. Alongside this progress, one very real challenge continues to surface: a shortage of experienced talent.

At the same time, a significant number of qualified professionals remain economically inactive. Within this group are “career returners” – individuals who have taken extended career breaks for reasons such as raising children, caring for relatives, or addressing personal health matters, and are now ready to re-enter the workforce.

Notably, around 510,000 people aged 50 to 64 who are economically inactive express a willingness to work indicating a substantial pool of experienced professionals eager to contribute their skills once more.

Despite their readiness and valuable experience, these returners are often overlooked in traditional recruitment processes, representing a missed opportunity for firms seeking seasoned talent.

In this blog, I invite you to reframe how you think about hiring career returners. By embracing returners, your firm could unlock a rich pool of motivated, skilled talent.

Who Are Career Returners?

Career returners are professionals who step back into the workplace after a career break. In the world of accountancy and finance, they are often highly qualified – many are ACA, ACCA, CTA or CIMA professionals – and they bring with them years of experience across practice or industry.

Despite their professional qualifications, returners can struggle to gain traction in today’s job market. CV gaps, outdated assumptions about commitment or capability, and a traditional recruitment mindset can all be barriers. And that is a missed opportunity.

Why Now? The Opportunity for Firms

Right now, the demand for senior and technically strong finance professionals is high. At the same time, the last few years have shifted perspectives on work, flexibility and balance. Many career returners are ready to return – and are actively seeking hybrid, part-time, or project-based roles.

This creates a natural alignment. Firms are rethinking how they structure teams. Returners are looking for progressive employers. The potential to create a win-win is on the table.

The Benefits of Hiring Career Returners

There are many reasons to include returners in your hiring strategy:

• Experience and Maturity: Returners often bring 10+ years of experience, technical know-how, and emotional intelligence.
• Fresh Perspective: Many return with renewed energy, loyalty, and a deep appreciation for the opportunity.
• Diversity and Inclusion: Embracing returners is a tangible way to promote inclusivity and support your firm’s DEI goals.
• Quicker Onboarding: Unlike early-career hires, returners have often held senior roles before and can add value quickly.

Misconceptions about Returners

One of the most common concerns we hear is that returners might be out of touch with technology. In reality, this is rare. Whether through CPD, online learning platforms, or short refresher courses, returners are often eager to bridge any gaps. In most cases, all they need is a brief period of being “back on the job”  and they get up to speed very quickly..

Another misconception is the idea that returners are likely to leave again once they are settled. In our experience, the opposite tends to be true. Returners often view this new chapter as a long-term commitment. They bring with them a strong sense of purpose and a deep appreciation for the opportunity to re-engage in meaningful and client-focused work.

And then there is the assumption that returners may lack confidence. Yes, returning to the workforce after a break can be daunting however but this is something that can be addressed with the right support. A considered onboarding process, some initial coaching, and a little encouragement go a long way. Confidence builds quickly, and employers who take the time to support that journey often gain loyal, high-performing team members in return.

Creating a Returner-Friendly Hiring Strategy

A few simple changes can make a big difference:

• Rethink job adverts and descriptions: Are you unnecessarily asking for recent experience or ruling out CV gaps?
• Introduce returnships or phased re-entry roles: Structured programmes signal support and build trust.
• Champion flexibility: Promote hybrid working, reduced hours, or term-time arrangements where feasible.
• Train your interviewers to recognise potential: Encourage them to focus on a candidate’s core competencies, transferable skills, emotional intelligence, attitude, and readiness to re-engage, not just recent experience or a linear career path.
• Partner with a recruitment agency that understands and values the potential of returners: At Fletcher George, we know how to identify returner talent and support a smooth transition back into the workplace.
  

Success Stories: Returners in Action

We have placed several experienced finance professionals who stepped away from their careers for several years and are now thriving. One recently joined a Surrey-based practice as a Senior Accountant on a four-day week. Another returned as a Corporate Tax Manager, bringing a fresh, client-focused mindset that reinvigorated the team.

Firms tell us they value the reliability, gratitude, and commercial perspective returners bring. 

How Fletcher George Can Help You

At Fletcher George Recruitment, we specialise in placing experienced accountancy and finance professionals across Surrey, London, the Southeast and the Northeast. That includes career returners. Our consultative approach means we look beyond the CV, and help our clients do the same.

Whether you are building out your team or reviewing your hiring strategy, we would be happy to share insights and introduce you to a broader, more diverse talent pool. Because talent, in all its forms, deserves to be seen.

Get in touch to discuss how we can help you attract experienced professionals, including returners, to your firm. Let us help you find the hidden gems.

Lisa Wintrip
Director, Fletcher George Financial Recruitment