3 Months with Rutherford Cross – an Introduction to and Overview of the Transactional Market

Rutherford Cross Consultant, Nadia Stahl reflects on her decision to join the business and provides an overview of the Transactional Finance market in Scotland.

Before joining Rutherford Cross, I previously worked in the Transactional Finance recruitment space in Scotland, and I had heard great feedback in the market about the Rutherford Cross team, but only ever in the Senior Finance area of recruitment. When I discovered that Rutherford Cross was looking to expand its offering to cover the full finance remit, it sounded like the perfect opportunity to join the team to head up the transactional space and become a part of Rutherford Cross’ newest offering.


Why Rutherford Cross?

Throughout the full interview process, it was clear the business is very purpose and values driven, which was really important to me in making my next move. I have a passion for helping clients and candidates and being able to add value to every person I work with, and it soon became apparent that the whole team at Rutherford Cross also had this outlook. With this in mind, it felt like the right next step for me, especially with Livingston James Group making the move to employee ownership last year.


Introduction and Overview of Transactional Finance

Rutherford Cross is now a specialist within the Transactional Finance remit, covering Accounts Payable (AP), Accounts Receivable (AR), Credit Control, Finance Assistant, Accounts Assistant, Purchase Ledger, Sales Ledger, Payroll and Heads of / Manager positions.

So far in 2024, there has been a real focus on businesses looking to add to their Accounts Receivable / Credit Control team. There continues to be a split between businesses looking to automate their AP workload or upskilling their teams to become more analytics-focused. Within the Finance Assistant / Accounts Assistant area, businesses are looking for candidates to have exposure to both AP and AR.


Challenges When Hiring Top Transactional Talent

The Transactional Finance space is still very much a candidate-driven market. Candidates have more opportunities and are now looking for more than simply a salary increase. the recent increase in living wage, effective as of April 1st 2024, has had a huge impact on businesses due to increased entry level salaries and the knock-on effect on recruitment and retention of talent.


Combatting These Challenges

When considering recruiting new transactional finance talent, one of the first steps an organisation can take is to enhance the job description: consider the key purpose of the role and if there are any additional responsibilities that can be added to help with training and development of the candidate/ study support can also be a huge benefit to candidates at this level.

Not all candidates are looking for the same benefits package, so the introduction of a flexible benefits programme can not only assist when hiring new staff but also with retaining current employees. This could include increasing holiday allowance or annual leave purchase schemes, commuting discounts / fuel allowance / vouchers, fundraising days, gym memberships, enhanced maternity / paternity leave, and a pension or staff benefits hub, all of which give employees a chance to select the benefits most important to them.

Hybrid working is still very much a focus when deciding on making a move into a new organisation. If a business is not able to support hybrid working, considering an increased salary, bonuses or flexible start / finish times can help sway candidates in the transactional space.

I am delighted to spearhead the next stage of growth for Rutherford Cross and proud that we now offer recruitment services for the full accounting life cycle; from Purchase Ledger, Finance Assistant and Credit Control Manager to CFO.


If you are interested in a more in-depth overview of the market, discussing career opportunities, or looking to hire into your team, please contact Nadia Stahl at Rutherford Cross – [email protected].