Senior Manager (Public Practice) - Hire or get hired
Your complete guide to the Senior Manager (Public Practice) Role: Duties, salary & hiring tips
Purpose of the Senior Manager (Public Practice)
The Senior Manager leads complex engagements across accounting, audit, or tax while mentoring teams and supporting business development. This role acts as a key advisor to clients and supports Directors and Partners.
Senior Manager (Public Practice)'s duties and responsibilities
• Client Engagement:
Manage key client accounts and deliver expert advice.
• Project Oversight:
Lead delivery of audits, tax returns, or consulting projects.
• Team Development:
Mentor and review work of accountants and managers.
• Workflow Management:
Ensure efficient job planning, budgeting, and client deadlines.
• Business Support:
Assist with proposals, tenders, and growth initiatives.
Manage key client accounts and deliver expert advice.
• Project Oversight:
Lead delivery of audits, tax returns, or consulting projects.
• Team Development:
Mentor and review work of accountants and managers.
• Workflow Management:
Ensure efficient job planning, budgeting, and client deadlines.
• Business Support:
Assist with proposals, tenders, and growth initiatives.
Requirements and qualifications for a Senior Manager (Public Practice)
• CA/CPA qualified
• 8+ years’ experience in public practice
• Strong technical knowledge across tax, audit, or advisory
• Leadership and mentoring experience
• Excellent client relationship management
• 8+ years’ experience in public practice
• Strong technical knowledge across tax, audit, or advisory
• Leadership and mentoring experience
• Excellent client relationship management
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2024 was a challenging year for businesses across all sectors, leading to a slowdown in recruitment. As we move into 2025, while the market has slowed, job seekers remain open to new opportunities if salaries and workplace conditions meet expectations. Employers must move quickly and offer compelling value beyond compensation.
Qualified accountants remained the hardest to hire in 2024, with 40% of businesses citing them as the most difficult to fill, followed by transactional finance (17%) and payroll roles (14%). In-demand roles such as finance managers, systems accountants, and specialists in data analytics and sustainability reporting indicate a shift in workforce priorities.
To remain competitive in 2025, 75% of organisations will focus on automation and system improvements, with additional emphasis on upskilling (45%), cash flow management (37%), and compliance (33%). Many businesses are investing in professional development, including certifications, workshops, and AI skill training, to enhance their teams and adapt to new technologies.
86% of businesses preferred maintaining in-house teams for better communication, control, and compliance, and while many employers relied on internal hiring teams, 54% sought external recruitment support within a month, highlighting the ongoing value of recruitment agencies in securing top talent.
Qualified accountants remained the hardest to hire in 2024, with 40% of businesses citing them as the most difficult to fill, followed by transactional finance (17%) and payroll roles (14%). In-demand roles such as finance managers, systems accountants, and specialists in data analytics and sustainability reporting indicate a shift in workforce priorities.
To remain competitive in 2025, 75% of organisations will focus on automation and system improvements, with additional emphasis on upskilling (45%), cash flow management (37%), and compliance (33%). Many businesses are investing in professional development, including certifications, workshops, and AI skill training, to enhance their teams and adapt to new technologies.
86% of businesses preferred maintaining in-house teams for better communication, control, and compliance, and while many employers relied on internal hiring teams, 54% sought external recruitment support within a month, highlighting the ongoing value of recruitment agencies in securing top talent.
