The Tax Director interview and how to master it

In this episode of Ambition Talks Tax Careers, Tax recruitment specialists, Claire Cheung and Chris Cheng, discuss the intricacies of preparing for a Tax Director interview in Public Practice.

They cover the various stages of the interview process, effective strategies for preparation, the importance of understanding key stakeholders, the typical duration of the interview process, and common challenges tax director candidates face. In this conversation, Claire and Chris share essential strategies for preparing for interviews, particularly focusing on business plans, salary discussions, and the importance of demonstrating leadership and market knowledge. They emphasise the need for candidates to be well-prepared, transparent about their expectations, and proactive in their communication throughout the interview process. The discussion also covers the risks associated with counteroffers and the significance of maintaining professionalism until the final offer is secured.

Transcript

Claire (00:00):
Good afternoon, and thank you for joining us today. Welcome to our third episode of Ambition Talks: Tax Careers, where we’ll be exploring how to master the tax director interview. I’m Claire, and I’m joined by my colleague Chris.

Also with us is our colleague Tasnima from the tax team, who covers VAT, direct tax, and private client tax roles. Today, we’ll walk through what it really takes to succeed in a tax director interview—whether you’re targeting a Big Four, a top-tier mid-market firm, or a boutique accountancy practice.

Chris will ask me a series of questions, many of which reflect what we often hear from candidates going through the director interview process. Chris also specialises in director roles within transfer pricing, so he’ll be sharing valuable insights and tips from his side as well.

Chris (00:50):
Thanks, Claire. In this session, our aim is to provide practical insights, firm-specific guidance, and strategies you can apply to your next tax director interview. Let’s start by looking at today’s agenda.

Agenda

Stages of a typical tax director interview
How these vary across firms
Preparation strategies for each stage
Key stakeholders in the process
Timelines and expectations
Common challenges and how to overcome them
Real-life examples
Q&A session

1. The Typical Interview Process

Chris:
Claire, what’s the typical number of interview stages for tax director roles?

Claire:
For Big Four and top 10 firms, candidates can expect four to five interview stages over a period of six to eight weeks. Mid-tier firms tend to follow a similar structure but might have slightly fewer steps.

Here’s a general overview:

Initial screening – often with us, your recruitment consultants
Technical interview – typically with two tax partners or a partner and a senior director
Panel interview – includes other partners, senior directors, and HR stakeholders
Business plan presentation – showcasing your strategic vision for the role
Final interview – often with the managing partner or senior leadership, focused on cultural fit and firm alignment

The process evaluates your technical skills, commercial acumen, and leadership potential.

2. How Interview Processes Differ Across Firms

Chris:
How do interview processes vary between firms?

Claire:
While the core stages are consistent—screening, technical assessment, final interview—firms tailor their approach based on their culture and priorities. Some focus heavily on behavioural interviews, while others prioritise case studies.

Big Four firms tend to be more formal, with detailed assessments, competency-based interviews, and leadership scoring frameworks.
Mid-tier firms focus more on commerciality and team leadership, often challenging your client strategy.
Boutique practices may run leaner processes but put strong emphasis on entrepreneurial mindset and local market knowledge.

Understanding these nuances allows us, as your recruiters, to better prepare you.

3. Preparing for Each Stage

Chris:
Let’s talk preparation. What strategies do you recommend for each stage?

Claire:
Absolutely—here’s a breakdown:

a. Initial Screening

Be ready to articulate your career story, motivations, and aspirations.
Know your total reward package—including salary, bonus structure, car allowance, pension—and what parts are non-negotiable.
Clarify your notice period. Read your contract to avoid surprises (e.g. six months' notice due to tenure).
Be aware of any clawback clauses (e.g. maternity, bonuses) or non-compete restrictions that may affect your business plan.

b. Technical Interview

Prepare for a case study—either provided in advance or during the session.
Focus on demonstrating commercial impact. For example:

Tax-efficient strategies you’ve implemented
Risk mitigation that protected client value

Stay up-to-date with recent legislation, sector-specific developments, and budget announcements.
Demonstrate leadership, mentoring, and team-building abilities.

c. Panel Interview

Have strong examples of stakeholder management, conflict resolution, and team leadership.
Understand the different perspectives in the room and be ready to address each.

d. Business Plan Presentation

Make it realistic, tailored, and detailed.
Include market analysis, revenue forecasts, KPIs, growth strategy, and team development plans.
For Big Four interviews, expect greater emphasis on numerical data and KPIs.
Mid-tiers often assess relatability and commercial nous over metrics.
Practise presenting your plan—confidence is key.

e. Final Interview

Discuss your long-term vision, partnership aspirations, and legacy.
Show alignment with the firm’s culture, tone, and strategy.

4. Key Stakeholders

Chris:
Who are the key participants involved in the interview process?

Claire:
The main stakeholders are:

Your recruiter (us) – Your guide, sounding board, and advocate.
Tax partners – Evaluating your leadership, business acumen, and technical expertise.
HR – Ensuring cultural and behavioural alignment.
Managing partner/senior leadership – Assessing long-term fit and strategic alignment.
Peer directors – Determining team chemistry and collaborative potential.

5. Interview Timelines

Chris:
How long does the full interview process take?

Claire:
From initial screening to offer acceptance, expect a 6–12 week interview process. Add your notice period (typically 3–6 months), and you’re looking at 6–9 months before starting your new role.

Big Four firms usually take longer due to multiple sign-offs.
Timelines may be extended by holiday seasons or firm-specific procedures.

6. Common Challenges and How to Overcome Them

a. Business Plan Nerves

Practise thoroughly—present to family or peers until confident.
Include clear objectives, metrics, and action plans.
Ask for extra prep time if needed—don’t rush.

b. Salary Discussions

Be honest with your recruiter.
Know your current package and ideal target.
Let your recruiter handle salary conversations and negotiations.

c. Counteroffers

Declining a counteroffer helps preserve trust and long-term career planning.
If you’re hoping your current firm will counter, it’s better to have that discussion before starting a new process.

d. Strategic Focus

At director level, show business acumen—team-building, pipeline development, cross-selling, and market strategy are crucial.

7. Real-Life Case Studies

Claire shared examples of director interview processes across:

Big Four:

Multiple formal interviews, technical assessments, case study, and panel with managing partners.

Top 10 Firm:

Competency-based and technical interviews, followed by case study presentation and business case.

Boutique Firm:

Informal initial meeting, then technical, behavioural, and business case presentations, with final cultural fit interview.

8. Summary

Claire:
Key takeaways:

Tailor your strategy to the firm’s process.
Balance technical credibility with commercial insight.
Prepare thoroughly for your business plan presentation.
Stay engaged and professional throughout.

9. Q&A Highlights

Q: How can I demonstrate strong leadership and stakeholder management?
Claire:
Show how you’ve led by example, mentored others, resolved conflict, and proactively communicated with senior stakeholders.

Q: Is it appropriate to send a thank-you note after an interview?
Claire:
Yes! It demonstrates interest and professionalism. Include something specific you enjoyed about the discussion.

Q: Who should negotiate the offer?
Chris:
We should. As your recruiters, we know market rates and how best to position your offer expectations. Let us handle it.

Final Note

Claire:
Thank you so much for joining us. We look forward to seeing you in Episode 4 of Ambition Talks: Tax Careers, where we’ll be discussing offer negotiation in more detail.

Chris:
And if you have any further questions, feel free to drop us an email. We’re here to help at every stage of your tax career journey.