We specialise in the recruitment of exceptional people in Accounting, Finance, Sales and Marketing, Human Resources and Executive roles.

We are passionate about the industries we support and are advocates for creating healthy, progressive, and happy workplaces.

Whether you are a fresh graduate ready to embark on your career journey or a seasoned professional leading the charge at a senior level, or anywhere in between, we are here to support you and find you the best, most culturally suitable opportunities.

It's all about attitude and aptitude. We invest the time to really get to know our candidates and dig way deeper than what's on their resumes. This allows us to make well-suited introductions that form long-term partnerships.

If you are wondering what's next for you in your career or are looking to grow your team and are a little tired of the 'standard' recruitment process, we would love to hear from you.

How good is the phone call screening feature that a lot of people are using....

I must say that my success rate for getting through to people is diminishing. 

Maybe it's my pitch:

Phone: "Record your name and reason for calling"

Me: "Jesse from Calidus Group. Job opportunity"

Phone: "Sorry, they are unavailable to take your call"

What would get you to pick up the call?

"Jesse, with your next pay rise"

"Your soon to be favourite recruiter"

"Jesse, with your next promotion"

Help me out!? 🤳 😁

Calidus Group

Jesse Herrick

Specialist Recruiter for Accounting & Finance talent across public practice & high-growth SME / PE-backed businesses

Five common cringeworthy interview questions and what to ask instead!


1 - What's your biggest weakness?
Translation: Tell me a fake flaw that sounds like a strength.
Try this instead: What part of your last role did you find most challenging, and how did you handle it?

2 - Where do you see yourself in five years?
Nobody knows, nobody answers honestly. They just try to make it sound impressive. 
Try: What would you love to learn or master in your next role?

3 - Tell me about yourself.
No one shares the good stuff for fear of being judged. 
Try: What are you most proud of in your career so far, and why?

4 - Why should we hire you?
It puts them on the spot with no real context and just forces a sales pitch.
Try: What can you bring to this role that you think most people overlook?

5 - How do you handle stress?
Nobody reveals the truth of their maladaptive coping mechanisms. You need to wait a few months to learn those!
Try: "Tell me about a time you were under pressure at work. What went wrong, and how did you fix it?"

Interviews that cut through and allow real connection and honest conversation will always win.

Want honest answers? Ask better questions.

Ditch the cringe. Get real. You'll find the talent everyone else misses.

What are some interview questions that made you cringe?

Calidus Group

Connecting Accounting, Finance, Sales, Marketing & Operations Talent with the Right Opportunities

Everyone wants to know the secret to high-performing teams.

It's not budgets. It's not perks. It's not even fancy offices.

It's trust.

Not the fluffy kind. Not trust that people will be polite, or show up on time.

I'm talking about brutal honesty. Teams where you can call out a bad idea or admit you missed the mark and feel safe doing so. 

I've seen it across top-performing Accounting, Finance, Sales and Marketing teams. The best teams don't sweep issues under the rug. They argue. They debate. They admit mistakes. They fix things, fast.

No trust, no progress. With trust, there's momentum. People take risks. They own results. No one hides when things get hard.

Funny thing is, most leaders talk about "teamwork," but never ask if their people actually trust each other, or build a culture that celebrates it. 

You want a top team? Build real trust, and allow people to feel safe being vulnerable. 

Calidus Group

#topteams #trust #performance

Here's what's working for the companies that are winning the best talent...


Flexibility is a must-have. Even one or two days a week of remote work makes a difference. It's not about extremes; it's about giving people trust and options so they can focus and perform.

Fast, clear hiring wins. Top candidates want businesses with vision, not endless delays and hoops. A clear, quick process gets you noticed for the right reasons.

Show your growth path. The best talent wants to know you'll back their ambition. Share real examples of people you've promoted or invested in. Paint a picture of where someone could actually go.

Be open about culture. Candidates want to see how you support wellbeing, teamwork, and performance, day in, day out. You can't fake that, and you don't have to.

Forget perfect CVs with endless tick-boxes. Hire for attitude, curiosity, and potential. The rest you can teach.

In 2026, the advantage goes to businesses bold enough to move first, communicate clearly, and offer genuine flexibility. That's how you build trust and attract the people you want on your side.

Calidus Group

#talent #recruitment

One of the best recruitment strategies is retention. 


We just helped a CFO land a new role they never saw coming. When I reached out, they weren't searching. They were comfortable. Telling themselves things were fine. Going through the motions. 

But the truth is, most high performers know deep down when they're outgrowing their environment. The only thing holding them back is fear of the unknown.

What really tipped the scales? Their leaders promised support, but their actions said otherwise. No real backing. No additional resources. Just more demands.

The true stars want more than a title and a payslip. They want to be challenged, backed, and trusted with real responsibility.

If you're serious about attracting and keeping the best, create space for ambition. Follow through on your promises. Build an environment where high achievers can outgrow even their own expectations.

Because when you do, you'll find your talent isn't looking elsewhere. They're building the future with you.

Calidus Group

#talent #finance #recruitment

Every day, I speak with Accountants and Auditors who ask the same question:

“Should I stay in public practice, or move into commercial?”

There isn’t a one-size-fits-all answer. But there are a few things worth thinking about before you decide.

1. Why do you want to leave?
 Is it the work itself, the workload, or the people you work with?

2. If you genuinely don’t enjoy the work
Whether it’s Business Services or Audit, the decision becomes fairly straightforward.

3. If you like the work but the workload is overwhelming
 It may not be public practice that’s the issue — it may just be the firm.
 There are firms out there with a healthier work-life balance.

4. If the culture isn’t right
Sometimes it simply comes down to the people. There are plenty of other firms worth exploring.

5. What are you working towards?
Do you have the ambition to become a Partner one day?
It’s a great goal, but it’s not an easy path.

If partnership isn’t something you’re aiming for, then the next question becomes: when is the right time to move into commercial?

For many accountants, the natural point tends to be after completing their CA/CPA and reaching the Manager level.

Everyone’s path is different — but being clear on why you want to move makes the decision much easier.

Calidus Group

Most SME hiring falls into the same trap.

Quick ad. Generic interview. Roll the dice and hope for the best.

It feels efficient in the moment, but the payback comes fast. The new starter doesn't click, isn't actually engaged in the work, or leaves before probation ends.

That's when the regret hits. The time lost. The cost to team morale. Another round of "maybe next time."

It doesn't have to be like this.

Here's how to tackle it differently.

Start with a real conversation about what's actually needed. Not just a list of duties, but the pressure points and the gaps nobody talks about. Get the team's input. What's missing? Where do they actually need help?

Write a job ad that sounds like you, not something pulled from AI. Be specific about the culture, the pace, and what someone will own.

In interviews, ditch the safe questions. Build scenarios out of your hardest days and ask candidates how they'd handle them. Look for honest answers, not the perfect script.

Trust your gut, but also check for red flags. Is the candidate curious? Do they ask good questions? Do they get what matters to your team?

And before you pull the trigger, picture the person in your Monday meeting. Can you see them dealing with the reality, or just handling the basics?

SMEs can't afford to guess on hiring.

Question every shortcut. Make the process fit your business, your people, and your challenges.

If you want someone who sticks, every step has to be intentional.

That's how you break the cycle and build a team that lasts.

Calidus Group

Our brains are not designed to help us succeed!

They are designed to keep us safe and to help us survive.

The resistance we feel before taking action on something outside of our comfort zone, the little voice telling us to take a rest or to rationalise taking the easy way out, are all our brain's way of keeping us safe.

It's easy to get on board with our brain's safety plan because it feels good. But if we consistently give in when we feel any level of resistance, waiting for it to feel right or for the conditions to be perfect, we will make little progress.

Being conscious of the fact that just because your brain is sending signals to stop, it's not a sure sign that the thing you're about to do is bad or that you're in danger, you can challenge the feeling and do the thing. 

What can you tackle today that you've been putting off?

Calidus Group

What makes you stand out as a candidate?


Communication, presentation and confidence! 

People make hiring decisions based on how they feel about someone. Whilst there needs to be a foundation of relevant skills and experience, the rest comes down to how well you connect.

Sparks won't fly for every interaction and interview because you won't hit it off with everyone you meet. 

To stack the odds in your favour, practise listening more than you speak, using clear, succinct communication rather than long monologues, be curious and try to find common ground. 

It's hard to show up and deliver your best performance with all of the nervous energy flowing, which is why rehearsing and knowing what you will say and ask will help, and the rest will be what it will be.

Calidus Group

🚨New Opportunity - Business Services Senior Manager🚨
📍Sydney, CBD

We are supporting a growing boutique accounting firm that is looking to hire its next future Partner! 

This is a succession opportunity, and an excellent chance to fast-track your pathway to partnership with an established portfolio. 

You will have the opportunity to work closely with the Managing Partner and gradually take ownership of client relationships. 

They are a well-established firm with an excellent reputation and a client base comprising real estate, medical, and aged care businesses, as well as high-net-worth family groups. 

Please reach out for more info if you would like to explore the opportunity.

Calidus Group

🚨 New Opportunities - Audit Assistant Manager 🚨
📍Sydney CBD + Chatswood 

We are currently supporting two leading firms in their search for their next Audit Assistant Manager. It's a great time of year to be considering your options before the next busy season swings into gear.

Is work-life-balance and an attractive culture at the top of your list? Check these out:

Firm 1 :
 
- Progressive mid-tier firm with over 100 staff
- Two offices - Chatswood and Miranda
- Realistic upward mobility to Manager and beyond
- Well-resourced teams and a solid support structure, with 2 days WFH
- 5 weeks of annual leave
- Not-for-profit and aged care specialists
 
Firm 2:
 
- National mid-tier accounting firm with a growing audit division
- Interesting and diverse client base with industries including manufacturing, wholesale, construction, mining, marketing and some NFPs
- Sydney CBD-based, plus a second office in Parramatta
- WFH flexibility 1-2 days per week (post probation)
- Healthy work-life-balance and vibrant and upbeat culture

Please reach out for more info:

Jesse@calidusgroup.com.au
0421 713 236

Calidus Group

taplio

Jesse Herrick's Linkedin Analytics

Jesse Herrick

Performance ScoreJesse Herrick's LinkedIn Performance

Jesse Herrick's Best Posts (last 30 days)

Ready to grow your LinkedIn presence?

taplio

.css-6ytdur{background-image:linear-gradient(284deg, rgba(39, 43, 72, 1) 0%, rgba(33, 47, 183, 1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Jesse Herrick's Linkedin Analytics

Jesse Herrick

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Jesse Herrick's LinkedIn Performance

Jesse Herrick's Best Posts .css-1emoo84{font-size:var(--chakra-fontSizes-md);font-weight:400;color:var(--chakra-colors-gray-600);}(last 30 days)

Ready to grow your LinkedIn presence?

Jesse Herrick's Linkedin Analytics

Performance ScoreJesse Herrick's LinkedIn Performance

Jesse Herrick's Best Posts (last 30 days)