Cultural Fit Considerations in Career Change

If you’re a senior-level CPA or finance exec exploring new opportunities, you already know the market is competitive—but here’s an often-overlooked consideration: ➡️ Culture fit isn’t just the company’s concern. It should be yours, too. ⬅️ When stepping into a new CPA firm or a CFO/Controller/VP of Finance role, your leadership style will shape the tone of the assurance, tax or finance function. And if that tone doesn’t align with the company’s culture? It won’t matter how impressive your resume or interview skills are - you may have a short tenure. 🤔 Culture misalignment is one of the top reasons executive level hires don’t work out long-term. Even if the numbers add up, misalignment in expectations, communication, or decision-making pace can wear down both sides. ℹ️ So how do you protect your long-term success? ➡️       Ask questions about leadership tenure & dynamics during interviews. ➡️       Look beyond compensation—what’s the company’s plan for growth management? Does the company have a value statement? ➡️       Reflect on your own leadership style: Do you empower or direct? Are you process-oriented or agile? How will this fit with the role for which you are applying? The goal isn’t just to land any role. It’s to land the right role—one where you can thrive, grow, and stay a good long time. 📈 As an experienced recruiter, I’ve seen it time and again: the most successful placements happen when candidates are just as focused on fit as they are on function. When the candidates’ career growth plans and management style are aligned with the company’s thesis and culture. So don’t just interview for a new employer and team. Work to understand the environment. That’s where long-term impact begins. #cpacareers #jobinterview #companyculture

Career Transition Tips: Cultural Adjustment "I'm going to miss the people - the culture." I often hear that concern from service members when transitioning into the civilian workforce. The concern of losing camaraderie of working together for a bigger purpose and critical mission. The fear of no longer being part of a structured, highly team-focused culture. Transitioning to a civilian workplace with different communication styles, expectations, and team dynamics can feel overwhelming and isolating. But it doesn't have to be. My insights: 1. Absolutely know and list your top five core values. Ask yourself, what was the big mission centered around? Teamwork? Problem solving? Better training standards? Providing aid? Being a protector? Make sure the next career has those same values. 2. Prepare questions to ask the interviewer about their culture. You deserve to know if it's going to be an ideal fit for you. Ask open ended questions (vs yes or no.) Start questions with how, when or why for more authentic and detailed answers or insights to their culture. An example, "How does this organization build and maintain ____ and ______ (values)?" 3. During an interview, ask if the organization has a Veteran Resource Group. I've taught workshops at businesses for their Veteran assistance programs and they often have Veteran book clubs, breakfast gatherings with speakers, etc. You don't have to be isolated. You can have familiar camaraderie while you build new professional relationships. You've most likely moved many times and learn to adapt to the local culture. This is the same. You'll adapt. You'll figure it out. And before you know it, you'll be fitting right in and finding a new career adventure! #MilitaryTransition #PurpleThreads #PersonalGrowth _______________________ Follow me for career transition tips, insights and celebrations every Tuesday and Thursday. Additional support through coaching, workshops, speaking and online course. #PurpleThreads (courage to recognize and remove limiting beliefs) #AdverseSpiral (strength to lift yourself and others up) #ThinkSayDo (confidence in your skills to take charge of your life and thrive)