An accountancy firm engaged us to resolve a unique hiring challenge: attract two exceptional senior audit managers who not only perform but stay, grow, and ultimately become partners to help lead the firm and its people.
Traditional processes (CVs, interviews, generic assessments) rarely measure the qualities that truly matter in audit leadership—such as sustained focus through monotony, procedural conformity and discipline, ethical judgement, and client-calibre communication.
We built a bespoke gamified assessment precisely for those realities. Candidates loved the experience, the firm strengthened its employer brand, and the hires we supported stayed long term. This gamification recruitment strategy evidences the quality and fit of this approach.
The Brief: Hiring Two Senior Audit Managers, Future Partners
A leading accountancy firm engaged us for a sensitive, high-stakes mandate:
- Roles → Two Senior Audit Managers with clear partner potential
- Objective → Hire for long-term success, not just short-term delivery
- Risk → A mis-hire here affects culture, client relationships, and succession planning
We designed a solution to attract high-calibre candidates, differentiate the firm’s brand, and select for attributes proven to matter in accountancy leadership.
Competencies & Behaviours Assessed for Accountancy Roles
Our approach deliberately models the real cognitive and behavioural demands of the profession:
- Monotony → The productive ability to sustain deep focus over repetitive tasks without loss of quality
- Conformity → Process discipline: adhering to standards, frameworks, and audit procedures consistently
- Attention to Detail → Accurate, consistent execution under time and stakeholder pressure
- Ethical Judgement → Navigating grey areas with integrity and professional scepticism
- Communication → Explaining complex insights clearly to clients and non-specialists
These selected “characters”—including monotony and conformity—were not generic; they were bespoke to the competencies and behaviours required by accountancy firms.
What We Built: A Bespoke Accountancy Game
The assessment is a profession-specific simulation, presenting scenarios that mirror audit realities. It evaluates how candidates:
- Maintain quality through repetitive yet critical tasks
- Apply procedural standards precisely and consistently
- Handle ethical scenarios with judgement and rationale
- Communicate findings to different stakeholders with clarity and impact
- Balance speed vs. accuracy under realistic constraints
Integrated Scoring & Insights
- Behavioural signals mapped to the firm’s partner-track competency model
- Practical insights for interviewers: what to probe, where strengths show, and potential development paths
- Candidate experience designed to be engaging, respectful, and human
Employer Brand Impact: Candidates Loved It
Candidates told us the experience felt authentic, fair, and refreshing—a genuine reflection of the work they would do and the standards they would be held to.
- Differentiation → It differentiated the firm; “I’ve never seen this before as a candidate, and loved it!” and “They take talent seriously.”
- Attraction → It attracted those who thrive in audit leadership environments
- Culture Fit → It signalled a culture that values precision, professionalism, and growth
Outcomes: Hires Who Stay and Lead
We were engaged to support the talent attraction and selection process for two senior audit manager hires, and the firm expected to progress to partner.
- The candidates who completed the game loved it
- We were successful in sourcing and hiring the right people
- They stayed long term—a strong indicator that the approach selected for genuine fit, readiness, and growth potential
Why This Approach Is Ideal for Smaller-Sized Professional Services Firms?
- Designed for the profession: Measures realities like monotony and conformity as strengths, not negatives
- Enhances talent attraction: A standout, high-quality candidate experience
- Strengthens employer branding: Signals rigour, care, and a future-focused culture
- Supports fair selection: Role-relevant behaviours, observable evidence, structured insights
- Builds succession: A clearer line-of-sight from Senior Manager to future partner
If you’re a senior leader in an accountancy firm and want partner-calibre hires who stay, let’s talk.
- Book a demo of the accountancy game
- Run a pilot for your next senior audit manager search
- Integrate the approach into your attraction and selection strategy
Contact Coreus to explore a bespoke gamified assessment for your next partner-track hire.
David Dand - Coreus Founder & Director
David Dand founded Coreus, the specialist talent acquisition consultancy based in Brighton and London. He has spent over 15 years in senior HR and recruitment roles, including time at global firms such as EY and Roche. He is CIPD Advanced HR Level 7 qualified, a licensed career coach and accredited in Hogan psychometric assessment. David built Coreus to help ambitious SMEs compete for the best talent in skilled and regulated markets.
