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News / Blog


  1. Reflections of a CFO: The highs, the lows and what’s next? Jessica Hamilton 22-May-2019
  2. The Australian economy: where are we headed, what impact will the Federal Budget have and what can we expect with the property market? Jessica Hamilton 16-Apr-2019
  3. Accounting jobs in Australia 2019: The impact of technology Carolyn Loton 09-Apr-2019
  4. Transforming from numbers to leadership: your career success starts with you Jessica Hamilton 11-Mar-2019
  5. Navigating rougher seas – what’s in store for the Australian economy this year? Jessica Hamilton 28-Feb-2019



“Moir Group has the ability to provide constructive advice. They have a clear understanding of their subject matter and provide practical alternative solutions, which greatly assist in resolving issues.”

Domenic Chiera, Chief Financial Officer, Lake Maintenance


“I can confidently recommend Moir Learning as a great resource to assist someone entering the job market. As a new immigrant, Moir Learning Services took the time to review my CV with me and offer suggestions on how to better align it to the Australian style. They also offered feedback and advice to help me better myself in the marketplace. They were a pleasure to work with.”

Katie Zuzek, Senior Project Accountant (contract), International HR and BPO


“After spending time with Moir Learning Services, to go through my resume and LinkedIn account, I have learned techniques in maximising their use and I have gained more confidence in my job search. I’m highly recommending this session to anyone who has just come back into the job market.”

Belinda Beattie, Senior Commercial Finance Manager, Apple


“Matthew Talbot Homeless Services are pleased to acknowledge and commend Moir Group for their commitment to the ‘Work it out’ Program. The importance of the program can, and will, make a major difference in assisting our clients to seek employment and help rebuild their confidence and self-esteem.”

Julie McDonald, General Manager, Community & Corporate Relations, St Vincent de Paul Society – NSW


“I completed a CV/LinkedIn session with Moir Group and it was absolutely brilliant.  I've come away with the confidence that they are up-to-date and professional.  I would recommend this session as a worthwhile investment for anyone re-entering the job market.”

David Kneeshaw, General Manager, Finance and Business Operations, Intercompany and Stock


“It is excellent to work with an organisation that is able to adapt to our needs so willingly and effectively. The facilitators are always professional and committed to ensure that all participants involved are provided with personal attention. Feedback from participants of each workshop is outstanding. Moir Group displays a capacity to reach out to the disadvantaged; they offer compassion to individual needs and provide real practical advice to our service users affected by homelessness, or at risk of homelessness. ”

Caterina Giuliano, Program Manager, St Vincent de Paul Society NSW Support Services Ozanam Learning Centre


“The people at Moir Group understand our requirements and consistently provide quality finance and accounting people to our team.  I would recommend Moir Group to those who are looking for professionalism and transparency in a recruitment partner.”

Mark Roberts, Director , Human Resources, amaysim Australia

“We have worked with Moir Group on a number of projects over the last 12 months. I have found them to be helpful and reliable in producing quality candidates for our business.  I would have no problem recommending Moir Group for finance recruitment needs and will definitely work with them again in the future.”

Kim Van Der Poel, People Advisor, Dalkia Energy Solutions


“With the understanding and knowledge Moir Group have acquired of our business over the past 2 years, they are capable of meeting our exact requirements and we can always rely on them for high quality candidates. They are not only reliable and efficient, but, very friendly to work with. If asked, I would recommend Moir Group’s services.”

Raheel Irfan, Group AP Manager, Idameneo Pty Ltd


“Moir Group have consistently introduced quality candidates to our organisation. Their experienced team and willingness to understand the client ensures the right people are employed and gives me every confidence in returning to Moir Group for recruitment advice and assistance.”

Chris Mamarelis, Chief Financial Officer, The Whiddon Group


“Moir Group assisted Steadfast in the recruitment of multiple roles. I enjoyed working with them and they delivered excellent outcomes and displayed a high level of professionalism and integrity at all times”

Rosalie Lau, Group Financial Controller, Steadfast Group


“I thoroughly enjoyed working with Moir Group. Their style is professional and thorough and they worked hard to source some excellent talent for our business.”

Sandra Cittadini, Senior HR Manager, SunRice


"We needed to build a quality team in a short space of time and Moir Group were key in assisting us. They listened to our needs and presented the right people to help us develop the culture we had begun building. As a result the transition has been an overwhelming success.”

Gary Margetson, Head of Shared Services, News Corporation


"We have been working with Moir Group for over 12 months now and have filled a number of senior roles. Their feedback, preparedness to challenge, as well as provide sound advice, has been invaluable to us. They constantly sought to understand our needs, to refine that understanding and to ensure we were able to continue moving forward. Their service throughout the process was exceptional.”

Carol Pegler, Director of Human Resources, Bard


“Integrity, professionalism and the desire to find the right fit between candidates and prospective employers - it was a pleasure to experience these attributes with Moir Group. Their commitment to finding the right role with the right cultural fit was second to none and I’m looking forward to maintaining my relationship with the Moir Group well into the future. The Moir Group does indeed stand out from the rest.”

Paul Wiggins, Global Financial Shared Services, Fosters Group Australia


"Thank you very much for helping to deliver outstanding candidates for this role. In comparison with other agencies, working with you was pleasant, professional and provided a great outcome." 

Stuart Rennie,Church & Dwight


"Moir Group handled this process in an exceptionally professional way." 

Craig Adams, Chief Financial Office, Clarendon Homes


"I will definitely stay in touch with Moir Group, I hold your company in very high regard and appreciate that your employees are genuine people who care about others, not just the outcomes."

Michelle Adam, Finance Manager, Woolworths


"I have dealt with a number of recruitment agencies, but by far Moir Group stands head and shoulders above all of them. I have found the engagement experience with Moir Group to be ground-breaking, new and so refreshing."

Hamilton, Candidate


"It was an absolute pleasure working with the wider Moir Group team and please be advised that I have recommended Moir Group amongst my network from both a candidate and client perspective."

Tim Howells, Software Controller, Microsoft


"The feedback, advice and enthusiasm Moir Group exhibits is absolutely refreshing. Hugely impressed with Moir Group."

Chris McFadden, Candidate


"A quick note to say thank you so much for your kind words of encouragement. Various conversations with your team and their positive attitude and willingness to explore options with me simply reinforced to me that you understood that its about people's lives and not just the numbers."

Tendai Des Moyo, Chief Financial Officer, Energy & Water Ombudsman NSW


"Thanks again for your personable professionalism and delivering on the promise of the Moir Group brand.

Wayne McCusker, Managing Director, Church & Dwight

"Moir Group thank you so much for your superb professional advice and warm encouragement. I'm very grateful"

Cherry Liu, Candidate


"Moir Group is great and I thoroughly enjoyed working with you as a company. You are very good at what you do, always have a good understanding of me & our business and are great people to deal with.

Kristian Mertens, Chief Financial Officer, Norman Disney & Young


" Moir Group is the best agency in Sydney without a doubt, your professionalism and kindness is rare these days." 

Alessandra Rizzo, Commercial Analyst, Inghams Enterprises Pty Limited 


"Moir Group really stand out in comparison to other agencies, you work together as a team and genuinely are passionate about finding people a job. The fact that I felt this when I first met Moir Group and still feel it now means it must be an important part of your culture as a whole, it sets you apart from all other agencies. Moir Group are by far the best!”

Steven Davies, Candidate


"Angela has been a valuable resource and support in bouncing ideas off in a competitive job market. She has a depth of knowledge, shown great empathy and I have found her advice to be relatable and grounded. I would highly recommend Angela to someone seeking advice in their job search."

Linda Lukban, Candidate


"I'm glad that I have met the right people! Job satisfaction  = fulfilled life - says it all.." 

Annake Dippenaar, Candidate 


Moir Recruitment News

How to Network Effectively

Wednesday, November 28, 2018

Networking is the most effective means of accessing the hidden job market. 70% of today’s jobs are gained through networking and using your own contacts.Networking is about building relationships, sharing information and finding sources of support. It is an ongoing life skill, not just something you do when you want something.Maintaining your network should be something you make time for every week, not just when you are looking for the next role.

Your best advocates are people who know you, those with whom you have worked previously and those who can refer you on to new contacts.

The most successful people share information. Exchanging information allows new insights you may not have thought of. Expanding your contacts can open doors to new opportunities. Engaging with your contacts allows you to sow the seeds for reciprocal assistance when you need help. And the more people you know, the more people you can influence. Always remember your connections will also have connections, giving you an even wider network. You never know who people might know - this is very important! 

The best networkers approach all meetings thinking about how they can help the other party. To network well, start with the principle of ‘what goes around comes around’. Ask people, “How can I help you?” and “What can I do for you?”. Offer to help out others when you can. People remember this and will return the favour. Doing this also lifts your self-esteem and puts you into a more positive mind set. Always be positive and grateful, thank people for their help and aim to help them in return in some way.

Start with people you trust and respect; those that have similar values to you. This may be current work colleagues, ex-work colleagues, friends, University friends, family friends, contacts through sports clubs, contacts through your children’s schools and so on. Ensure you also include 1 - 2 recruiters in your network. Choose recruiters who you trust, who are empathetic and who are honest with you.

If you are considering a new role, the most important task is to define what you are looking for in your next role. It is very important to do this before you start approaching people for advice. If your contacts know what you want, it is much easier for them to assist you.Consider the type of company or culture, the job title and responsibilities, whether you want to work in a large or small organisation and the location.Always let your network know that you are looking for a job. Spread your “feelers” as far as possible and thank people for their help. Ask friends or contacts to refer you into their current employer or for a contact you can approach directly.Be aware that many companies have a monetary referral bonus they pay to internal staff. If you are unemployed then treat networking as a full time job. If you are unemployed you should aim to dedicate an hour every few days to building your network.

Key Points to Remember:

  • 70% of jobs are never advertised and are gained through networking
  • Successful people share information
  • Ask your current contacts for referrals
  • Offer to help people. What you give out will come back
  • A good network is about quality of contacts not quantity
  • Build strong relationships with 1 - 2 recruiters who have an empathy with you. They should be central to your network

For further information on networking you can contact your Moir Group consultant on 02 9262 4836. Alternatively, if you would like to arrange a one to one coaching session then you can contact our Learning and Development Manager, Ola Dabbagh-Roberts, on 02 9262 4836 and she can discuss the various options available and associated costs for each session.

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Economic Outlook for 2019 from Shane Oliver

Friday, November 23, 2018

Last week Shane Oliver, Chief Economist & Head of Investment Strategy at AMP, shared his economic and investment insights with our Moir Community. With his depth of expertise and engaging personal style, Shane was able to succinctly articulate his views on the Australian and Global economies for 2019 and beyond.

With cautious optimism my impression is that Australia’s economy is performing well, despite the negative sentiment swirling around the market.

There are potential road bumps ahead that can be avoided with greater political stability and a clear long-term vision. Other key observations include:

  • Investor rules to keep in mind:
    • Value the power of compound interest…$1 invested in 1900 would be worth $529,293 in Australian shares today
    • There is always a cycle – seasons come and go
    • Invest for the long term
    • Diversify your portfolio to manage risk
    • Turn down the noise – avoid reacting to the doomsayers
    • Focus on investments you understand and that provide sustainable cash flows
  • Solid 2018 global growth of 3.7% with the same expected for 2019. Australia’s 2018 GDP has grown by 3.3%.
  • Australian shares should provide decent returns, but they will be more volatile and constrained during 2019.
  • China’s economy is slowing at 6.5% but is still expected to become the world’s largest economy within the next decade…or two.
  • The US economy is very strong, so good in fact that they will continue to increase interest rates. Employment is strong, and both consumer and business confidence are high.
  • Possible disruptors to rock the boat:
    • US/China trade conflict
    • The ‘Trump’ factor
    • China
    • The tight oil markets
    • The Australian property markets
  • Concern still exists around the declining Australian housing market, particularly in Sydney and Melbourne. This and record household debt remains a concern, especially if interest rates increase.
  • Employment market is buoyant. Despite the housing slowdown, business investment, government spending and the mining sector are up. Exports are strong, particularly education and tourism
  • What else?
    • Political instability is concerning – Australia has had more Prime Ministers in the last decade than Italy, who are renowned for their volatility.
    • Threat to jobs from AI/Robots are exaggerated but technology will change the future landscape…sooner than we think.
    • Share market corrections are normal. ASX profits in 2018 are rising above 6%

Overall, Australia is in good shape. One thing we can’t afford to do is panic and let the negative sentiment drown our optimism. Both the economic and employment markets are seasonal and so we should take a longer-term investment view.

This is our last event for 2018, but we will be back hosting these economic updates once a quarter starting in February next year. Please keep an eye on our upcoming events page here for more events coming in the new year.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Doug Spahn, Senior Associate - Executive Search, Moir Group

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Win that Role – Tips for Successful Interviews

Tuesday, November 20, 2018

Today for many roles, technical competency is considered a given, and differentiation based on this alone is more and more difficult to achieve. To have landed an interview is in itself a win. It indicates that the company is willing to invest it’s most limited of resources – time, in getting to know you and establishing if there is a great match. It is an opportunity that you will want to leverage. It an opportunity to win the role.

Lisa Elias and Ola Dabbagh-Roberts recently held a lunch time learning event for our valued candidates to help them leverage the valuable opportunity an interview provides.  It focused on some key areas:

Building on your personal brand

Candidates need to think about what they want to project within the interview. What they want to reinforce, what messages and feelings they want to leave the interviewer with. Personal Brand is built up over time and is a combination of your online presence, your CV, the interactions you have and the interview.

Mindset - How our thinking influences our performance at an interview

Our mindset and thinking are key to being able to confidently leverage the opportunity in an interview.  It influences our language, our confidence, about what makes us a valuable prospect. If we arrive with a fixed mindset, we are likely to demonstrate a lack of positive energy about how we can add value.

It is natural to bring a level of nervous energy into an interview because it is a situation that can potentially illicit a stress response in our brains. As a result we can forget what we intended to say, or at worst, draw a blank. Be human - own it, ask for time to consider your response. 

Some questions may also feel uncomfortable. Stay calm and focused and respond confidently and with a growth mindset. This tells a potential employer that you haven’t stopped learning and there is still room to grow.  Ahead of the interview – take time out to do something that makes you feel good, breathing is great and works on mind and body.

Building trust

Building trust throughout the process is achieved by being authentic through the various stages. In an interview, it is about three things;

Credibility – What we say, Reliability – there is consistency between words and actions, and Intimacy – the personal connection you form.

Active Listening is essential to building trust and starts with having a clear intention to listen. It means paying attention, and demonstrating your understanding of the information through acknowledging and paraphrasing.  Keep questions relevant and appropriate.

Effective Preparation

To really maximise the opportunity of your interview, show the interviewer that you have really prepared. Do your research on the company, the industry, the role and go the extra mile.

  • Ensure you have put though into specific examples that you are proud of and clear about.

    • what makes you excellent ?

    • why you want the role ?

  • Think about what you might ask the interviewer.

    • Why the role is available ?

    • What the current initiatives are that you may be contributing to ?

    • How would you describe the culture ?

Delivering clear and confident responses

Aim to “Say it once and Say it well” to ensure you maintain the attention of your interviewer. Make sure responses are:

Relevant – tailored as much as possible to their needs. Why is your skill gong to help them achieve their objectives ?

Clear – You deliver responses that are very easy to understand and your messaging doesn’t create confusion or doubt.

Brief – Include one strong example and good evidence of your achievement or capability and then stop.

Demonstrate confidence and engagement through your positive body language, your eye contact, handshake, posture, personal presentation. If you arrive nervous, take a minute as you wait to breathe and be present.

As the interview ends thank the interviewer for their time and the opportunity. Ask for feedback and leave confident that you have done your best.

We plan to schedule several of these sessions during 2019. For any enquiries please contact and ask to be invited to the next first 90 Days event

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Ola Dabbagh-Roberts, Learning and Development Manager, Moir Group

P: 02 9262 4836

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How to Make the Most of the First 90 Days

Tuesday, November 13, 2018

“With 20% of turnover occurring within the first 45 days and direct hiring costs of anywhere between 50-150% of annual salary, the business case for investing upfront in comprehensive onboarding and induction programs is clear. What we assume will be included often slips through the cracks. Take the time to make sure everyone has clear expectations and understands their roles and responsibilities. Roll out that welcome mat and ensure your new starter has everything they need to set them up for success; stay close to them during their first 90 days”

On Wednesday 7 November Lisa Elias and Newton Soares ran a lunchtime learning event for our valued clients, focusing on critical aspects of the onboarding and induction process. We’ve received numerous questions over the past several months on this issue and wanted to highlight some of the essential things to think about.

Some of the main points we covered were as follows:

The importance of planning onboarding 

In many cases there are at least 4 weeks between someone giving notice to a former employer and starting with your business. Use this time wisely by keeping lines of communication open, arranging all necessary equipment and logins, completing essential paperwork, providing pre-reading, preparing a customised learning pathway, booking in meetings, allocating a buddy and clarifying key responsibilities of HR, L&D and the hiring manager

Show them they’re valued 

Many staff feel nervous prior to starting a new role. Help them confirm they’ve made the right decision by showing them you care. Keep in touch regularly and ask the hiring manager to give them a welcome call

Use the right learning approach 

Remember that new staff need opportunities to:

  • Reflect on their learning
  • Demonstrate understanding
  • Put their learning into practice  - this also includes the space to take risks and make mistakes

Use the 70:20:10 model to offer a range of experiences and increase engagement and motivation.

Provide a learning passport

Whether online, paper-based or a blended approach, creating a learning passport gives your new starter clarity and encourages them to own their own learning and knowledge gaps.

Measure speed to competence/productivity

This is now a critical measure and the steeper the curve the greater the business case for ongoing investment in staff development. Ensure expectations are clear from the beginning and regularly monitor progress through assessment/reporting and feedback. Diarise reviews for 2 weeks, 6 weeks and 90 days and adjust any learning as needed.

Provide regular feedback

Ensure feedback is FAST – frequent, actionable, specific and timely. Remember that feedback works both ways so role model asking for and acting on feedback from them as well. Resolve any issues immediately. The hiring manager should check in every day for the first few days, and then regularly during the first few weeks. If using a recruiter, stay close to them and make sure your new hire is checking in with their consultant as well.

A sense of belonging

Social acceptance in a new workplace is critical. Take the time to take them to coffee or lunch, make introductions, extend invitations, and create opportunities for them to get to know others (and promote themselves) through 1:1 meetings, networking and other team activities.

We plan to schedule several of these sessions during 2019. For any enquiries please contact and ask to be invited to the next first 90 Days event

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Lisa Elias, Capability Specialist, Moir Group

P: 02 9262 4836

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