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Depends on who you show this
To a CFO let's say
The description you provided has quite a bias tone, seems that’s the direction you want to steer readers.
It’s impossible to tell the knowledge level of the candidate based on what was provided. I think the key thing to assess is whether this person is willing to work hard and has a good attitude or not. Technical skills can be taught. I had an accounting and tech background before I went into banking (in which i had very little knowledge of), so I don’t believe this candidate’s background is a key factor in determining whether he/she will be successful or not.
What goals and KPIs were accomplished in the time in finance? What goals were accomplished prior to that? That’s what should be focused on. Skills can be trained, but attitude is important as well as what they did with the time they had and to jobs they were given.
I mean what goals and KPIs did she help improve? Found a point in budgets to improve profitability by X%, helped reduce churn and adjust pricing for subscriptions that improved monthly revenue by $X. Does that make sense?
The 1st impression was this person seems to have a relevant ‘exposure’ to work in finance department ( Fp&a, accounting) in our company. Worthy of having an interview this person to find out more about the depth, personality, intellectual level etc. That’s all it tells. Nothing more.
Not really. Unless you’re an experienced CPA person, the rest folks are pretty much the same in terms of depth of knowledge in handling BS/IS. Our team member in FP&A knows how to communicate accounting team and they picked up their knowledge through working in our company. Besides, each company has different accounting applications depending on a business model so it’s always new. As long as the person has a sense of debit/credit, which an average finance person would have, it can be learned quickly.