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​In today’s volatile economic climate, how is the role of a Chief Financial Officer evolving, beyond mere number crunching?  That’s a key question we sought answers to at our recent CFO breakfast event. As it turns out, the evolution of the CFO role is accelerating. Our discussion with industry leaders in Accounting, Finance & Financial Services highlighted that financial leadership is as much about people management teams and driving long‐term strategy, as it is about ensuring the integrity of the balance sheet. Drawing on insights from leaders including Paul Helm of MBIE, Stewart McRobie of ACC, and Trish McAuliffe of Stats, we’ll share the most profound takeaways from our event, to heighten your effectiveness across your organisation.Strategic Budgeting and Long-Term ForecastingIn our discussion forum, Paul Helm stressed the importance of the right foundations in financial leadership. Maintaining a relentless focus on the balance sheet and long-term planning are just as vital as ever for keeping one’s eyes on the ball. “Ask yourself, ‘Where will you be on the 30th of June?’ Use that as a benchmark to drive your budget year and even plan a 3-to-5-year forecast,” Paul said.Finance leaders are called to go deeper in understanding current and forecasted costs, to ensure the whole business comprehends the financial implications of their decisions. In other words, it’s more than just ensuring the numbers are accurate. Every financial forecast, Paul added, is an opportunity to engage business leaders in understanding the real dollars behind their strategies. Stewart echoed this sentiment by noting that the budget is more important than ever. “With enormous pressure on finance, the detail in the budget must be spot on. The business owns the budget, and it’s imperative to find that middle ground where detail meets actionable strategy.”  He cautioned against relying too heavily on emerging technologies such as AI for financial statements. Innovative tech is welcome but has its place. After all, nothing can replace the rigour of detailed budgeting.The CFO as ‘Chief Communication Officer’When a CFO’s role is no longer just about managing numbers, what else does it involve? According to Trish McAuliffe, finance leaders are also the chief communication officers of their companies.CFOs increasingly need to make the financial narrative accessible and actionable for non-financial leaders. That means ensuring financial terms and figures are well articulated and ultimately understood.“It’s crucial to ask: what do your leaders really want, and what do the numbers mean to them?” she said. For those in the public sector, Trish added, CFOs are often challenged to translate complex financial data into clear insights that enable informed decision-making. That’s where those communication skills come into play. Inspiring and Engaging TeamsBeyond the spreadsheets, effective finance leadership is about creating an environment where teams feel empowered and supported to do their best work. Their engagement and long-term commitment depend on it.Trish encourages finance leaders to champion their teams in front of senior leadership. “Make it fun and make it matter. Support the policy team, and ensure your people feel that support,” she said. Paul added that empowerment includes enabling team members to be candid. “You have to listen, diversify, and make a more significant effort to stop and listen.”  Engaging with newer team members and providing them opportunities to contribute to major projects has two benefits. One is building up skills and capabilities, and the other is an enrichment of the overall team dynamic, Paul said. Stewart also reminded us that leadership remains pivotal in retaining talent. “People leave bad leaders, not bad organisations. It’s about motivating and creating the right environment where relationships matter.”Strong leadership sets the tone for both financial discipline and how effectively team members can collaborate, he added.Looking Forward: Real-World Impact Through Strategic LeadershipThe points raised at the event CFO breakfast reinforced what we’ve seen on the ground in Accounting, Finance & Financial Services recruitment: effective financial leadership is a balancing act. Today, finance leaders have to manage an equally demanding set of priorities:Take the Long View - Constantly reassess your balance sheet and forecast not just for the next quarter but also for the long term.Zero In on The Details - Ensure you scrutinise every line item in the budget, as even the small details today can shape the strategy for tomorrow.Tailor Your Communication - Translate financial data into clear, strategic insights in language that all leaders and stakeholders can understand.Nurture Your Team – Give every team member space to feel heard, valued, and capable of contributing to your organisation’s financial success.Employing these leadership strategies can both drive stronger financial outcomes and build a more resilient and innovative culture in your workplace. ​The TakeawayIn a time when budgets are ever more closely scrutinised and every dollar counts, the insights shared by Paul, Stewart, and Trish remind us that the role of a CFO is multifaceted. Financial leadership demands precise forecasting, communication clarity and sincere dedication to helping your team succeed. Adopting these principles helps ensure you’re ready to tackle immediate challenges and also build sustainable success.Access Our Accounting, Finance & Financial Services Recruitment SupportHaving the right people in your finance team is the engine of your organisation’s success. That’s where Beyond Recruitment can help. With our extensive networks in Accounting, Finance & Financial Services, we can assist you in your search for an exceptional finance professional. Please reach out to Jeremy Hill for help with contracting, permanent and fixed term roles.

Published Date: 15th April 2025​​Wellington, the heart of New Zealand’s government, is home to a vibrant community of policy professionals working across various ministries, departments, and agencies. As a recruitment specialist for Policy and Government job opportunities, I spend my day connecting with Policy professionals. These talented advisors and analysts shape the decisions that impact New Zealanders’ daily lives. ​Policy advisor jobs are rewarding in more ways than one. Working in policy gives you a privileged connection to the public and real opportunities to support the community.  ​But what does a typical day look like for a policy advisor? And why would you want to pursue a career in this field? Consider this your real-world policy advisor job description. Let’s dive in.Morning: Kicking Off the Day​The day often starts with a morning briefing. Policy advisors and analysts gather to discuss updates on current projects, emerging issues, and their stakeholder engagements. This could involve reviewing recent data, preparing for an upcoming ministerial briefing, or brainstorming policy recommendations.​After this, a policy advisor might dive into research. Here is where your data literacy skills are essential. This could involve analysing economic data, reviewing international best practices, or consulting legal frameworks. Understanding the laws and regulations relevant to your department’s remit is also vital to being an effective policy advisor or analyst.​The ability to synthesise complex information and distil it into plain-language insights is a critical skill for success in policy roles. Not everyone will be as across the issue as you, so it’s your task to translate the technical into laypersons’ terms. Midday: Collaboration and Stakeholder Engagement​Government policy is never created in a vacuum. A large part of a policy advisor’s job involves engaging with stakeholders, whether it’s meeting with other government agencies, industry representatives, or community groups. These conversations are what give you insights to help shape practical and effective policy solutions.​Lunch might be a chance to network with your colleagues, catch up on the latest political developments or attend a professional development seminar.Wellington’s compact boundaries containa close-knit public service community, so you’ll find it easy to meet peers across different ministries. Think of it as a village! Afternoon: Drafting Policy and Problem-Solving​The afternoon is often spent drafting policy papers, briefing notes, or Cabinet papers. This is where the analytical side of the job comes into play. You’re evaluating policy options, weighing trade-offs, and making recommendations to ministers.​Challenges are an inevitable aspect of drafting policy. Conflicting stakeholder interests, or shifts in government priorities keep policy professionals on their toes, as do tight deadlines! It’s not unusual for recommendations to be revised multiple times before it’s finalised. This process of peer review is when colleagues and senior advisors critically assess the draft policy for accuracy, clarity, feasibility, and alignment with objectives before it progresses for approval.​Adaptability, resilience and strong problem-solving skills are key for getting a policy over the finishing line. Evening: Reflection and Work-Life Balance​Public service roles come with their share of responsibility and deadline pressure. But work-life balance is just as important. If you’re new to government work, you’re likely to find more equilibrium between the demands of your job and your personal life – a welcome change from corporate life!​Many policy advisors take advantage of Wellington’s energetic cultural scene – grabbing a drink with colleagues, heading to the waterfront for a walk, or catching a theatre show at Circa.Why Work in Policy?​Policy work is intellectually stimulating and provides the opportunity to make a real difference. Your research and critical thinking skills can influence decisions that shape the country’s future. ​Even though policy professionals work behind the scenes, they’re just as important as parliamentarians in leading change, whether it’s tackling climate change, healthcare, housing, or digital transformation. In fact, ministers can’t live without them!​Further, the skills gained and refined in policy roles, such as critical thinking, stakeholder engagement, and strategic analysis, are highly transferable. Policy advisor jobs can open doors to leadership roles in both the public and private sectors.Pathways into Policy Advisor Careers​Many policy advisors in New Zealand come from diverse backgrounds, including law, economics, political science, and social sciences. Some enter through graduate programs offered by government agencies, while others transition from roles in academia, not-for-profits, or the private sector. ​If you’re an aspiring policy professional, the key attributes to develop are strong communication skills, sharp analytical thinking and a genuine passion for public service to succeed.Your values and motivations are strong differentiators when applying for policy advisor roles.Challenges in Policy Work​While rewarding, policy work is not without its challenges. Government priorities can change quickly, so being comfortable with change will serve you well as a policy professional.​Balancing different stakeholder perspectives and ensuring evidence-based decision-making in a political environment can be complex. However, those who thrive in this space enjoy the intellectual challenge and the opportunity to influence meaningful change.Final Thoughts​A career in policy is demanding but fulfilling like no other. Few other career paths give you so much potential to shape the future of New Zealand and build a lasting livelihood. ​For those passionate about making a difference, policy work in Wellington provides a front-row seat to the country’s most pressing challenges – and the opportunity to help solve them.Get Support for your Next Career Move in PolicyLooking for your next policy advisor role in New Zealand? At Beyond Recruitment, we’re here to help you take the next step. Whether you’re looking to move into a new sector, step up into a senior or leadership role, or need more guidance on a career in public service, our Government Policy and Specialist team can assist. Get in touch with us today and let’s find a role that’s right for you.

The 2025 Beyond Recruitment Economic & Labour Report reveals cautious optimism and resilience among New Zealand employers, despite ongoing economic uncertainty and an accelerating evolution of jobs across multiple sectors. Beyond Recruitment’s annual Economic & Labour Report provides insights into employer sentiment about the economy, hiring and the state of New Zealand's workforce. The latest report highlights a stabilisation in employer confidence since the post-pandemic recovery, with fewer organisations (58%) describing the past year as challenging, down from 71% in 2023. Small to medium enterprises (SMEs) and large organisations reported the highest levels of confidence, contrasting with slightly lower optimism among very large organisations (1,001+ employees). The economic slowdown emerged as the leading concern (31%) for employers, alongside rising operational costs and regulatory changes (both at 25%). Balancing cost management and growth is a central challenge, with 37% of organisations aiming to keep headcount stable, while 28% are planning headcount expansion. SMEs show the strongest appetite for workforce growth. Usage of artificial intelligence has surged, with 83% of organisations either exploring or implementing AI tools, up significantly from previous years. Despite initial fears, employers view AI as predominantly complementary to human roles, with 43% upskilling their employees to meet the demands of an AI enhanced workplace. CE of Beyond Recruitment, Liza Viz, notes, “While organisations are prudent in their hiring strategies, their resilience is clear. Employers are strategically positioning themselves to capitalise on anticipated market improvements, particularly through workforce development and increased adoption of technology like artificial intelligence (AI).” “Now is the time for employers to invest in their people and focus on future-proofing their workforce. The competition for talent will heighten once again, making skills development and building future talent pools a key priority for Aotearoa organisations.” Hybrid work models are now standard, adopted by 77% of organisations, with flexible work hours and remote options firmly established as key employee benefits. Office spaces continue to evolve, reflecting new norms rather than temporary adjustments. Other key insights from the report include: Pay rises are levelling at around 3%, with 38% of organisations planning this range of increase. Employer satisfaction with local talent is growing, with reliance on international recruitment easing. Organisations have increased their focus on diversity, equity, and inclusion within executive teams, which is considerably influencing executive search and recruitment strategies. The Beyond Recruitment Economic & Labour Report 2025 gathered responses from over 500 employment leaders nationwide, representing various sectors including government, healthcare, manufacturing, technology, and professional services.As the pace of change accelerates, this year’s report offers a timely snapshot of how organisations are navigating complexity while preparing for future growth. With insights from across New Zealand, it provides a clear view of emerging workforce trends, strategic priorities, and the evolving role of technology in shaping the future of work.The full Beyond Recruitment Economic & Labour Report 2025/26 will be released on Monday 31st March.

Published Date: ​19th February 2025It can happen to anyone at any time in their career: after months or years in a role, you realise you’re less motivated to go to work than you used to be. Those morning sleep-ins become more tempting, or you find yourself increasingly bored or disengaged at work. You may even be saying out loud, ‘I hate my job!’ We see professionals from all kinds of backgrounds finding themselves in a rut at some point in their career. For some, the initial excitement of a new career or role may wear off after a few years. For others, their current path or position was one they ‘fell’ into, and it no longer feels appropriate or challenging enough. And many others simply don’t find their current job fulfilling. The dissatisfaction many people feel in their jobs is echoed in multiple surveys. PwC New Zealand has found just 51% of workers find their job fulfilling. Gallup’s workplace research shows a steady decline in job satisfaction in the past four years. Digging into its Australia and New Zealand data, Gallup found 64% are disengaged at work and 43% are actively looking for a new job.Whether you’re wondering how to figure out a career change or are just weighing up your options, these tips will get to the heart of the issue and add the spark back into your professional life.Check-in With YourselfIf you’ve fallen out of love with your job, think about what made you fall in love with it in the first place. Are those elements still present, just in another form? Look for ways to reconnect with the aspects of your job that initially attracted you to it. The big picture is just as important here. Take time to reflect on your present values and current goals. Did you pursue this career path, or did you ‘fall into it’? Consider which aspects of your career are no longer serving your interests and lifestyle. Do you feel you can be your authentic self? Think about where you would like to be within five years. Which is easier for you to imagine yourself doing – working for another company or in another field? What Energises you?Even the jobs we love have aspects that we don’t like or feel engaged with. Pay attention to any peaks and dips you experience in energy and motivation at work throughout the week. Perhaps you’re most engaged when you’re pitching to clients. Or, you might find you’re less keen on social interaction and would rather be buried in spreadsheets. These clues can give you insights into what aspects of your current role can benefit from tweaking or if you may need a larger course correction for your career. Start a ConversationFor many professionals, what can feel like dissatisfaction with their career is more a case of poor work-life balance. If you’re feeling the symptoms of burnout at work, have noticed an increase in stress, or feel overworked, it’s indeed time to have a frank conversation with your manager. After all, the best way to have your needs addressed is to speak up about them.If a conversation with your manager doesn’t lead to a positive change, you’ll have a better idea about your next move. Before you start your job hunt, it helps to have a reputable and professional New Zealand recruitment agency by your side.Take a BreakChanging your scenery for a short period can be enough to tackle those feelings of boredom at work and re-ignite your passion. Having a break for a few weeks, or even a few months, can help you draw your mind away from the rut of daily routine and allow time for those quiet realisations and reflections. Your break doesn’t have to be an expensive holiday or sabbatical, however. Focusing on simple everyday pleasures can give you that necessary mental breathing space. If you can access a longer period of time off, opportunities like secondments, training or volunteering projects could give you new sources of inspiration on what to do next. Seek out Others for Inspiration and SupportBy surrounding yourself with people who are passionate about their careers, you can have a bit of their enthusiasm rub off on you. It’s not uncommon to be influenced by others when it comes to how you regard your job or career. Aim to socialise with more people at work and in your broader network. You may find fresh inspiration and new role models to reignite your enthusiasm. Engaging with colleagues, mentors, and industry peers may give you insights into different career paths. By tapping into your network, you could also position yourself for potential opportunities that may arise through these connections.Push Yourself With New GoalsAs anyone who has lifted themselves out of a career rut will likely tell you, the key to overcoming boredom is to look for new ways to test yourself. Challenge yourself by setting new professional goals or taking on additional responsibilities. This sense of accomplishment and growth is a great confidence booster and can relight your passion for your career.Look out for learning opportunities wherever you can. Put your hand up at work for opportunities to test yourself. Attend workshops, conferences, or take up new courses to acquire new skills and knowledge. Learning and personal development can make your work more interesting and fulfilling, with the added advantage of growing your CV. Let us Help you Make the Next MoveAsking the big questions about your job and career can be daunting at times, but it’s always easier with the right help by your side. At Beyond Recruitment, we love matching people to their ideal roles and helping them get on the right career track for long-term fulfilment. We’ll help you uncover your strengths and opportunities to find a job you love. Get started on your next journey with a leading New Zealand recruitment agency - contact us today!