The Difference Between “Actively Hiring” and “Open to Talent”

One of the biggest misconceptions in accountancy and finance recruitment is that every hire starts with a job advert. In reality, many of the most attractive roles never reach the market at all.

At Downey Osborne, we are actively working with a number of firms who are open to talent, meaning they do not always have a role ready to advertise but are keen to engage when the right person comes along. These conversations are not speculative. They are intentional, strategic, and based on the understanding that securing strong people early is better than waiting for a vacancy to arise.

Being open to talent allows firms to hire opportunistically rather than reactively. It gives them the flexibility to strengthen a team, future proof a department, or bring in a specific skill set without waiting for someone to resign.

From a candidate perspective, this approach often leads to better outcomes. Conversations are not driven by urgency or pressure but by alignment. Role scope can be tailored around strengths, progression mapped realistically, and expectations clarified from the outset.

Some of the most successful moves we see come from these quieter discussions. No job boards. No rushed shortlists. Just the right person meeting the right business at the right time.

This is where working with a specialist recruitment partner makes a difference. Access to open-to-talent opportunities comes from trust, long-term relationships, and a deep understanding of both the market and individual career drivers.

If you are a finance professional who is open to exploring the right opportunity or a firm that wants to stay ahead of talent needs rather than react to them, these conversations matter more than ever.