I’m currently working for someone who has more than 6 companies. I deal with 6. 5 are actually active the 6th is for corporate structure purposes. I started Dec 22 when his last person left with a days notice. She had only been with him from July 22. She had not reconciled Sep-Nov for 4 of the companies and Aug-Nov for the 5th. At my interview he said he had not been given financials in months. He uses Quick books. I asked to see one of the files, he gave me the password and I went directly to reconciliation and saw how behind she was. Also, it was a MESS. That mess didn’t just belong to her. It is YEARS of mess. Duplicate entries etc.

Back to my question. Besides the “Quick books experience” on the resume (which honestly could mean anything) , how do you qualify a persons experience level compared to your needs?

  • nipobrasi@alien.topBEnglish
    1·
    10 months ago

    If you’re skilled enough in it develop a case study / test and make them do it. Anyone unwilling to prove those basics skills they purport on their resume aren’t worth hiring IMO. And kind of a separate ballgame but most major consulting firms have these kinds of case studies as part of the interview process where those technical skillsets are required.