Introduction: Career Progression in Perth Requires Strategy — Not Just Experience
Whether you’re aiming to become a Senior Accountant, step into your first Manager role, or position yourself for future Director/Partner pathways, two factors have more impact on your progression than most accountants realise:
1) How well your resume and LinkedIn communicate your career story
2) How effectively you work with a specialist recruiter who truly understands the Perth market
In today’s hiring landscape, roles — especially senior ones — are not “filled,” they are curated. Partners want accountants who demonstrate:
1) How well your resume and LinkedIn communicate your career story
2) How effectively you work with a specialist recruiter who truly understands the Perth market
In today’s hiring landscape, roles — especially senior ones — are not “filled,” they are curated. Partners want accountants who demonstrate:
- Leadership behaviour
- Commercial intelligence
- Ownership and initiative
- Influence and communication
- Alignment with firm values and culture
A great recruiter becomes your strategic partner — helping you refine your messaging, access hidden roles, and position yourself for the next step.
This guide shows you exactly what Perth recruiters look for, how to stand out, and how to work with a recruiter to accelerate your professional growth.
This guide shows you exactly what Perth recruiters look for, how to stand out, and how to work with a recruiter to accelerate your professional growth.
What Recruiters Look for in Accounting Resumes (Perth 2026)
Recruiters don’t review resumes the same way hiring managers do.
We look for progression signals, leadership indicators and market alignment.
Below is exactly what stands out at every level of public practice accounting.
We look for progression signals, leadership indicators and market alignment.
Below is exactly what stands out at every level of public practice accounting.
A. Graduate → Intermediate Level: Demonstrate Growth & Foundations
Recruiters look for:
- Exposure to BAS, tax returns, FBT, payroll, SMSF or audit engagements
- Progress toward CA/CPA/IPA
- Accuracy and ownership of tasks
- Client communication (even small interactions count)
- Software proficiency (Xero, MYOB, APS, Handisoft, CaseWare)
Progression Signal:
➡ “I’m building strong technical foundations and moving confidently towards Senior.”
➡ “I’m building strong technical foundations and moving confidently towards Senior.”
B. Senior Accountant Level: Demonstrate Ownership & Client Responsibility
Recruiters look for:
- Jobs you fully own
- Industries/turnover of clients in your portfolio
- Review responsibilities
- Training or mentoring juniors
- Workflow improvements
- Advisory or value-add examples
- Strong communication skills
Progression Signal:
➡ “I’m operating like a Senior and starting to think commercially like a Manager.”
➡ “I’m operating like a Senior and starting to think commercially like a Manager.”
C. Manager & Senior Manager Level: Demonstrate Leadership & Commerciality
Recruiters look for:
- Fee base/portfolio value
- Leadership of teams (how many direct reports)
- Succession planning and development of juniors
- Workflow and turnaround ownership
- Commercial wins — client retention, pricing, growth
- Involvement in partner meetings or strategy
- CA/CPA/IPA completion
Progression Signal:
➡ “I’m a people leader who contributes commercially and culturally.”
➡ “I’m a people leader who contributes commercially and culturally.”
D. Director & Partner-Track Level: Demonstrate Strategy, Influence & Business Impact
Recruiters focus on:
- Portfolio management at scale
- Business development and client growth
- Leadership presence across the practice
- Cultural influence and internal initiatives
- Recruitment involvement and mentoring
- Pricing and commercial strategy
- Succession readiness
Progression Signal:
➡ “I bring commercial growth, leadership strength and long-term value to the firm.”
➡ “I bring commercial growth, leadership strength and long-term value to the firm.”
Resume Red Flags — And How to Fix Them
❌
Task-based bullet points
Replace with outcome-based statements.
✔ “Improved turnaround time by 20% through new workflow processes.”
❌ No software listed
WA firms want visibility on tech exposure.
✔ Add Xero, MYOB, APS, Karbon, FYI Docs, CaseWare etc.
❌ No internal progression shown
Highlight promotions, increased scope, and evolving responsibilities.
❌ No achievements
Every level requires measurable wins — not just duties.
Replace with outcome-based statements.
✔ “Improved turnaround time by 20% through new workflow processes.”
❌ No software listed
WA firms want visibility on tech exposure.
✔ Add Xero, MYOB, APS, Karbon, FYI Docs, CaseWare etc.
❌ No internal progression shown
Highlight promotions, increased scope, and evolving responsibilities.
❌ No achievements
Every level requires measurable wins — not just duties.
How to Work Effectively with a Specialist Recruiter in Perth
A recruiter’s job is not to “find you a job.”
A great recruiter becomes your long-term career partner — helping you navigate the Perth market with strategy and clarity.
Here’s how to get the most out of the relationship.
A great recruiter becomes your long-term career partner — helping you navigate the Perth market with strategy and clarity.
Here’s how to get the most out of the relationship.
Step 1 — Be Clear on Your Career Direction
Before a recruiter can advocate for you, you need clarity around:
- Are you targeting Senior → Manager?
- Are you wanting more advisory exposure?
- Do you want a firm with strong mentoring?
- Are you aiming for partnership?
- What industries or clients energise you?
- What type of leadership style do you thrive under?
The clearer the direction, the stronger your positioning.
Step 2 — Be Honest & Transparent (Confidentiality Is Guaranteed)
Tell your recruiter:
- Why you want to move
- What isn’t working
- What strengths you want to build
- What kind of culture you need
- Your salary expectations
- Your long-term goals
The more context we have, the more accurately we can match you.
Step 3 — Treat It Like a Partnership, Not a Transaction
The candidates who progress fastest:
- Keep in touch regularly
- Are open to feedback
- Provide updates on CA/CPA progress
- Prepare for interviews properly
- Ask for insight on firms before meeting partners
- Ask for insighaStay engaged through the processt on firms before meeting partners
Beckway Insight
Candidates who remain engaged are 3× more likely to land a Senior or Manager role aligned with their long-term goals.
Candidates who remain engaged are 3× more likely to land a Senior or Manager role aligned with their long-term goals.
Step 4 — Use Your Recruiter as a Market Coach
Great recruiters provide:
- Resume rewrites & leadership positioning
- Salary benchmarking
- Interview coaching
- CA/CPA/IPA guidance
- Insights on partner expectations
- Clarity on which firms have high progression vs. stagnation
- Help navigating counteroffers
- Strategic timing for internal promotion requests
- Visibility on unadvertised roles
Recruiters see hundreds of career trajectories — we know what accelerates promotion and what slows it down.
Step 5 — Ask These Questions When Being Represented
These questions demonstrate maturity and leadership potential:
- “What does progression look like at this firm?”
- “Why is the role available?”
- “What leadership style do the partners have?”
- “How structured is CA/CPA/IPA support?”
- “What does success look like at 6 and 12 months?”
- “How involved is the firm in advisory?”
Recruiters love candidates who ask these questions — firms do too.
Step 6 — Understand the Hidden Job Market (It’s Real in Perth)
In WA public practice:
- Up to 85% of senior-level roles are never advertised
- Most partner-track roles are confidential
- Senior Manager and Director roles are filled through networks
- Firms often hire exclusively through specialist recruiters
This means your next role will almost always come from:
- Recruiter introductions
- Referral networks
- Direct relationships with partners
- Confidential representation
Step 7 — Keep Your Recruiter Updated (This Is Crucial)
Let your recruiter know when you:
- Complete CA/CPA/IPA subjects
- Get promoted
- Take on review responsibilities
- Lead a client meeting or project
- Increase portfolio recoveries
- Mentor juniors
- Improve turnaround times
- Build advisory depth
These updates help reposition you for stronger opportunities immediately — not years later.
How Working With a Recruiter Enhances Your Leadership Pathway
Here’s how a great recruiter supports each transition:
Intermediate → Senior
Intermediate → Senior
- Identify technical gaps
- Strengthen your resume
- Introduce you to mentoring-focused firms
- Guide CA/CPA/IPA timing
Senior → Manager
- Position your leadership experience
- Target firms that promote on merit
- Coach you for leadership interviews
- Assist with salary negotiation
Manager → Senior Manager / Director
- Present your commercial value
- Identify firms with succession plans
- Support your internal influence story
- Help you prepare for partner meetings
Director → Partner
- Access confidential partner-track roles
- Help build a business case
- Compare equity structures
- Guide long-term commercial strategy
Beckway Insight
We often know which partners are retiring, which firms are restructuring, and where leadership pipelines are thin — long before the market does.
We often know which partners are retiring, which firms are restructuring, and where leadership pipelines are thin — long before the market does.
Final Takeaway: Resume + Recruiter = Your Fastest Route to Career Growth
Perth’s accounting market rewards:
- Clear communication
- Strong leadership behaviours
- CA/CPA/IPA progress
- Commercial intelligence
- Reliability and ownership
- A well-presented personal brand
- Long-term relationships
Your resume gets you noticed.
Your recruiter gets you positioned.
Your behaviour gets you promoted.
If you want to accelerate your pathway from Senior → Manager → Director → Partner, this combined approach is one of the smartest decisions you can make.
Your recruiter gets you positioned.
Your behaviour gets you promoted.
If you want to accelerate your pathway from Senior → Manager → Director → Partner, this combined approach is one of the smartest decisions you can make.
Ready to Step Into Your Next Career Stage?
Beckway Professionals can help you:
- Strengthen your resume and leadership profile
- Map your progression plan
- Access unadvertised Perth accounting roles
- Navigate interviews with confidence
- Negotiate salaries with fairness and strategy
- Connect with firms that genuinely support your growth
👉 Register with Beckway Professionals
👉 Book a 1:1 Career Consultation
👉 Download the 2026 Salary Guide
Your next chapter starts now — and you don’t need to navigate it alone.
👉 Book a 1:1 Career Consultation
👉 Download the 2026 Salary Guide
Your next chapter starts now — and you don’t need to navigate it alone.
