With research revealing strong demand for accountants in Ireland, now could be the time to make your next career move supported by a careful exit strategy, writes Sinéad Brady
Accountants were the second most sought-after professionals in the Irish market in 2024, according to new findings published by IrishJobs.
Based on data from TalentBank, the hiring platform’s CV database of over 1.4 million job candidates, this year’s findings ranked accountants as the second most in-demand professionals in the Irish market, behind site managers in the top spot and site engineers in third.
This is good news for accountants preparing to progress their careers in 2025, but if you are considering a move to a fresh role with a different organisation, remember that the decision to quit your current job will likely bring mixed emotions.
This is where a clear and carefully crafted exit strategy can help you move on positively and without burning bridges.
Here are five recommended steps to strategically managing your move to a new role:
1. Get clear – why are you leaving your job?
Clearly, understanding why you want to leave your current role is the first step in creating your exit strategy. You need this clarity for yourself – this is your career, and it is up to you to take the lead. These prompts should help you get a better handle on why you are choosing to leave your job.
- Are you happy in your job but feel the need to leave to grow professionally, learn a new aspect of your role or get the promotion you want?
- Would you like to work at an international organisation with global or European headquarters in Ireland offering opportunities to travel?
- Do you want to move to an organisation with a comprehensive remote working policy that might allow you to relocate?
- Do you want more money or the same money with less responsibility?
- Is there a cultural or environmental issue with your current job you feel uncomfortable with? This might include a toxic work environment, biased treatment, bullying or other forms of workplace ill-treatment.
- Do you dislike your boss, colleagues, your work, organisation or the sector you work in?
As you answer these questions, you are likely to think of other reasons for leaving your current role. The priority here is to identify the reason or reasons why you are making this decision, as this will inform the rest of your exit strategy.
2. Establish your exit timeline
Your reason for leaving will impact the duration of your exit timeline. For example, if you are leaving because of a toxic work environment or poor workplace behaviour, your timeline should be much shorter than if you are leaving but still enjoy your role.
If the former is the reason, seek support and advice – no job is worth your health. Otherwise, your timeline can span anything from weeks to several months or a year.
3. Allocate time to your job search
Each week, allocate a block of time across the course of your timeline for functional tasks. Break your time allowance into weekly slots to tackle tasks, both short- and long-term.
Basic short-term tasks might include:
- Updating your CV;
- Developing your interview technique;
- Getting to grips with the job market;
- Setting up job alerts and professional profiles on job sites; and
- Researching companies and sectors with potential opportunities for you.
More complex, long-term tasks might include:
- Preparing for job interviews by learning to tell the story of your career;
- Starting or intensifying your networking within your industry or professional bodies; and
- Connecting with people who may be in a position to open doors for you.
These more evidence-focused aspects of your job search are very important. Ideally, each of the short-term tasks should be completed before you start to submit applications or make contact with recruiters. The more complex long-term tasks should be started and remain ongoing throughout your job search.
4. Remain focused in your current role
It is very easy to take your eye off the ball in your current role when searching for a new job, but this is a big mistake. Staying motivated and engaged despite your intention to leave will be much better for you in the long run. You can do this by looking for opportunities in your current role you may not have considered before.
- Do you need/want to upskill, reskill or retrain and is this possible to do in your current workplace? What opportunities are open to you?
- Are there ways to build your professional profile you may not have thought about before?
- Can you put yourself forward for speaking opportunities, begin to coach or mentor or attend networking events?
You may need help refining this part of your plan. If you do, don’t be afraid to ask for help. Getting this part right is vital as it will help to keep you motivated.
You might also consider creating a handover file of what you do and how you do it, including workflows etc. This will make a massive difference to the person taking over in your role and most employers really appreciate it.
5. Decide who to tell you are quitting and when
The timing here really depends on the reason you are leaving your role. If you are leaving due to unresolved issues at work, you may decide to only work your notice and tell your boss first (assuming the issue does not lie with your boss).
If you are open to staying and happy to explore potential opportunities in your current organisation, the best time to talk is at the start. This helps keep lines of communication open, clear and transparent.
It will give you and your employer a chance to look at all options, and if you do decide to leave for another role elsewhere, it will give your employer sufficient time to replace you with minimum disruption.
The benefits of an exit strategy
Thinking carefully about your exit strategy is very important if you are in the market for a new job, but it is also important even when you are not currently looking for a new role.
A work exit strategy can help you avoid the trap of staying in a job that no longer serves you and may well be the key to setting you on a better career path in 2025.
After all, that is the very least you deserve.
Sinéad Brady is founder of The Career Psychologist
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