CFO for Growth

𝗩𝗜𝗥𝗧𝗨𝗔𝗟 𝗙𝗜𝗡𝗔𝗡𝗖𝗘 𝗗𝗘𝗣𝗔𝗥𝗧𝗠𝗘𝗡𝗧:

•  From bookkeeper to CFO: we offer more than just bookkeeping and accounting. We take care of your financial requirements, from bookkeeping, accounting, management reporting to, cash flow planning and financial strategy. 
•  We use cloud technology for real-time insight and to free up our time so that we can focus on understanding your needs and provide even better service.


𝗧𝗛𝗜𝗦 𝗦𝗘𝗥𝗩𝗜𝗖𝗘 𝗜𝗡𝗖𝗟𝗨𝗗𝗘𝗦:

• Cloud accounting and bookkeeping
• Payroll management
• Monthly/quarterly/annual accounts 
• AP/AR management
• VAT returns
• Cash flow forecasts and management
• Review meetings and coaching


𝗩𝗜𝗥𝗧𝗨𝗔𝗟/𝗢𝗡-𝗗𝗘𝗠𝗔𝗡𝗗 𝗙𝗗 𝗦𝗘𝗥𝗩𝗜𝗖𝗘:  

• Access to an experienced finance business partner and flexible support to oversee your current accounting department (but without the cost of a full-time employee).
• We supervise and manage all aspects of your business finances, including reporting, strategy, and guidance. 
• We ensure efficient resource allocation to maximize income potential of your business
• We guide and cooperate with your finance team or bookkeeping firm. 


𝗧𝗛𝗜𝗦 𝗦𝗘𝗥𝗩𝗜𝗖𝗘 𝗜𝗡𝗖𝗟𝗨𝗗𝗘𝗦:

• Monthly budgeting and financial forecasting
• Labour cost management
• Pricing and profitability reviews
• Customized monthly reporting and month-end close analysis
• Variable and fixed cost management and reporting
• Financial and operational efficiency planning
• Identification and monitoring of Key Performance Indicators
• Cash flow forecasting and management
• Procedures and internal control
• Business reviews and consulting calls


𝗪𝗔𝗡𝗧 𝗧𝗢 𝗙𝗜𝗡𝗗 𝗢𝗨𝗧 𝗠𝗢𝗥𝗘?

📩 Connect with me on LinkedIn, drop me a DM, and let's start with a quick conversation!
EMAIL: aggie@cfoforgrowth.com

Founder and Virtual FD

HotStats

HotStats provides a unique Profitability benchmarking service to Global hoteliers which enables monthly comparison of hotels’ performance against their competitors.

It is distinguished by the fact that it provides in excess of 100 performance metric comparisons covering 70 areas of hotel revenue, cost, profit, and statistics with far deeper insight into the hotel operation than any other tool. 

You can understand hotel profitability like never before. Intelligent benchmarking, financial performance reporting, market data, and insights, all in one place.

Director of Hotel Intelligence, EMEA

Radisson Hotel Group

Auditing, Reporting & Forecasting
•Achieved a group’s internal audit exercise score of 94% across all properties by implementing process-oriented internal controls
•Instituted automated procedures to streamline and enhance financial processes
•Organized monthly financial statements & planned budget with 12-month rolling forecast
•Oversaw reporting activities for each of the group’s 95 properties in Africa, Turkey, and the Middle East
•Cooperated on the VAT implementation project in the UAE for the area office and properties

Core competencies:
•Financial KPIs Development
•C-Level Financial Advisory
•Business Profitability Analysis
•Return on Investment Analysis
•Financial Reporting
•Internal Control / Auditing
•Policy Development & Compliance
•Cash Flow Management
•Ledger Management
•Taxation / Budgeting & Forecasting
•Team Leadership & Development

Area Financial Accountant Middle East and Turkey/District Financial Controller Oman

Sheraa 

Startup Mentor

Chepstow Races Ltd, Arena Racing Company

Internal Control
•Led the finance function of the racecourse, including reporting, forecasting and management of financial ledgers, balance sheet and accounting processes
•Oversaw cash flow management for 12,000-person capacity racecourses with 35 yearly events and 5 to 6 major annual events
•Updated, implemented and streamlined reporting processes to ensure accurate reporting and clear a 4-year backlog of inaccurate financial reports
•Directed internal control procedures across multiple outlets, coordinating with department heads to properly structure revenue generating activities

Process & Profitability Improvement
•Delivered high quality management information to the senior management team with a strong emphasis on revenue, cost control and profit improvement opportunities
•Authored strategic financial plans for each department head to improve performance and cost analysis
•Provided a return on investment analysis on a potential joint venture to install new stands on the property

Stakeholder Management
•Unified diverse teams by emphasizing a “bigger picture” approach and instituted training for operational roles across the organization
•Built a strong communication network between stakeholders to encourage commitment to effective cost and resource management

Financial Controller

Park Inn by Radisson Nottingham, Carlson Rezidor Hotel Group

Financial Processes
•Contributed to 8.5% increase in profit conversion YOY by implementing cost control strategies, monitoring departmental costs, productivity statistics, inventory management and controlling hotel expenditure
•Prepared monthly accounts, management reports and financial accounting reconciliations & provided analysis of financial data to the regional team
•Designed financial processes/KPIs and led their implementation in each department
•Held a Cluster Financial Controller position for 2 properties (PI Nottingham and PI Telford) for 8 months

Auditing & Compliance
•Increased the organization’s audit compliance result by almost 10% through rigorous controls of revenue and expenses
•Ensured corporate compliance of all departments by conducting full operational audits every 6 months
•Coordinated with the global audit team to execute a complete financial and operational audit for a new Budapest-based property

Park Inn by Radisson Cardiff City, Carlson Rezidor Hotel Group

Promoted from position of Accounts Assistant;  

Participated in accurate and timely monthly closes and assisted in preparation of financial statements;
Prepared reconciliation of general ledger accounts, revenue reconciliation and monthly accounting journal entries;
Responsible for purchase ledger management;
Implemented new procedures in order to improve internal controls which increased hotel's compliance audit result from 65% to 84%;
Managed payroll for over 50 employees;
Implemented ezLabour Manager (T&A and payroll cost control system) and conducted training sessions for FCs and heads of departments in various Park Inn Hotels.

Senior Accountant

LBP PLC

Assisted with preparation of company's monthly accounts for established and newly opened restaurants;
Acquired experience in preparation of budgets and cash flow forecasts; 
Performed revenue and cost analysis and prepared weekly reports for management meetings;
Maintained purchase ledger and was involved in dealing with suppliers directly;
Performed bank statement reconciliations and processed payroll for over 30 employees.

Financial Controller/Finance Assistant

Wilkinson Hardware Store Ltd

Cashed up the day's takings;
Prepared and analysed daily and weekly cash position reports;
Used analytical and problem solving skills to work out discrepancies;
Audited daily registered activity;
Supervised the team of cashiers;
Managed customer related incidents as well as enquiries, complaints and orders.

Cash Office Assistant

SNAP Cymru

Maintained purchase ledger;
Processed staff expense claims and requests for payments;
Performed ad hoc duties and administrative tasks around the department.
.

Finance Officer Assitant

None of us are experts in everything. As your agency grows, your finances become more complicated, requiring more of your precious time and attention, which you don't have because you're busy doing what you do best! That's when outsourcing to someone you can trust (like us) becomes crucial.

My finance team specialises in working with marketing and communications agencies to position their businesses for the growth they're striving for. Our clients typically see the positive results of increased profits, cashflow and a lot less stress within just 6 months of working with us.

With more than 15 years' experience in financial management, I partner with agency owners & CEOs so they can build a more profitable business, protect their cash and offer financial guidance so they can confidently scale up.

You need to have a firm grasp on your financial position; that's how you create wealth for yourself, security for your business and grow your company. 

💥𝗪𝗛𝗔𝗧 𝗪𝗘 𝗛𝗘𝗟𝗣 𝗪𝗜𝗧𝗛💥

✅ Improve profitability and get more out of your revenue.
✅ Charge the right fees to achieve profitability targets.
✅ Ensure enough cash to cover your expenses, tax, and salaries.
✅ Create a robust business plan & financial forecasting model.
✅ Setting the right revenue and profit drivers.
✅ Automate your finance department and processes.
✅ Creating clarity & understanding of your finances.

💥 𝗪𝗢𝗥𝗞𝗜𝗡𝗚 𝗪𝗜𝗧𝗛 𝗨𝗦 𝗪𝗜𝗟𝗟 𝗠𝗘𝗔𝗡💥 

📍 We take charge of your financial admin and operations, we become part of your team.
📍 We help you navigate challenges, map out your future, keeping you on track to achieve your business and lifestyle goals.
📍 You have more time to dedicate to your core pillars of agency success.
📍 You get agency-specific insight you need to grow with more certainty.
📍 Constant technological innovation from us, to supercharge your business and save you time and money.

💥 𝗢𝗨𝗥 𝗢𝗙𝗙𝗘𝗥 💥

VIRTUAL FINANCE DEPARTMENT: We become your FD, accounting and bookkeeping department, management reporting, cash flow, and business planning team. We do it all.

VIRTUAL FD/CFO: Your own experienced finance business partner who offers flexible support to manage your high-level financial activities, allowing you time to focus on your clients.

💥 𝗟𝗘𝗧'𝗦 𝗧𝗔𝗟𝗞💥

🔗 If you’ve got this far and you’re ready to chat about how we can help your business to grow, please get in touch and let's talk about how we can best work together.

Agnieszka Wojciechowska

TakeTwoBrothers

This guy started recruitment at 35. 
Did ONLY $65K and got fired on the spot. 
Now he's a Million Dollar Biller.



If you want to hear a good comeback story, keep reading.

Brendan, didn't get into recruitment until the ripe age of 35.

He joined an agency and made $65K in his first 6 months.

The company fired him on the spot.

With a family to feed and something to prove…

He reached out to another company and gave the best sales pitch of his life:

"You don't have to pay me. I'll work commission only. I can do this."

In his first 12 months at this new company?
$650,000.

Fast forward to today:

No. 3 in lifetime billing at Jobot
6 years in a row CEO Club (2020, 21, 22, 23, 24, 25)
Qualified for every quarterly event ($125K+) - 22 quarters straight
Billed $1 Million for 5 years in a row

But here's the thing…

Brendan's become a master at landing HUGE enterprise accounts.

In this episode, we dive into:

→ Brendan's incredible backstory 
→ His exact step-by-step process for winning whale clients 
→ Why everyone told him to avoid enterprise (and why he ignored them)

I know I always say this…
But you don't want to miss this one.
Podcast in comments 👇

Ben Miller ▶︎

We Interview the top 1% of recruiters and share their PROVEN strategies to Win More Placements. 100+ episodes with top billers: from $500k to $2.5 Million producers.

THE ONLY RECRUITERS WHO SUCCEED
Who don't have a niche.
And can STILL bill $1 million + 


I was always told you need a niche to succeed.

It was drummed into me by every marketer.

And until about 12 months ago, I believed them.

BUT then I started meeting 500k, $1 million, and even $2.5 million billers.
And none of them had one specific niche.

Yes, read that again. They don't belong to a specific niche.

Instead, they HUNT for demand.

They scour the market for candidates that are in high demand.

They learn the fundamentals (quickly).

And they SELL what's in demand.

It's a simple lesson you probably get taught in your first economics class.
But we never really think about it in business. 

Without demand… everything is uphill, everything is hard, everything requires more volume.

I'm not saying drop your niche and copy these top billers.

I'm saying demand should be the lens you view everything through.

Your niche is only as good as the demand within it.

(P.S, here are 3 TOP BILLERS who are also demand hunters)

Ben Miller 

Spoke with a recruiter yesterday. 
(Brilliant comeback story) 
She billed 20k per year for 3 years… 



Then she switched companies… 

Year 1: £240k 
Year 2: £360k
Year 3:Top Biller at her firm 

Same person. Same industry. Completely different results.

What changed?

She went from sink-or-swim with zero support…

To proper training, market mapping, and people around her who were smashing it.

"If I'd joined three to five years ago, I'd probably have billed a million by now."

How mad is that????? 

20k per year for 3 years to 220k in year 1 at a new company. 

Thats a 1000% increase from changing companies. 

This isn’t a message to drop your company if you're not performing. 

It’s to really analyse and establish whether you're getting the support you deserve.
 
Because the Environment matters…

More than most recruiters realise.

I spoke to a 500k Biller
She spent 6 years as a Head of TA. 
She said there's SHAME around calling an agency…



When an internal recruiter picks up the phone to an agency

This is what's running through their head:

"Am I failing at my job?"
 "Does my team suck?"
 "We already have a team in place...
 Why can't we fill these jobs?" 
"Will leadership think I can't handle this?"

She even went to her boss and asked point-blank:

"If I call an agency, do you view that negatively?"

In other words, they're stressed, defensive, maybe even embarrassed.

This is REALLY important to understand from a marketing perspective. 

Because you need to make them feel understood AND reduce the perceived risk as much as possible. 

Communication should be around: 

1. Social proof - "I've helped Other TA teams in your situation do exactly this" - they're not alone

2. Make them the hero - Knowing when to bring in help is smart leadership, not failure

3. Reduce the risk - Make the first step tiny, the exit clean, the process transparent ( Make them feel safe ) 

And remember, when a TA brings you in, they’re really putting their reputation on the line.

Keep that in mind : ) 

Full podcast in comments

LinkedIn

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LinkedIn Login, Sign in | LinkedIn

li_at

LinkedIn right now: Christmas Parties
Fancy venues, Pretty people, alcohol flowing. 
And me: 




A 4-year-old Bengal cat 
A Cuppa tea 
A laptop. 

Anyone else miss working in an office right now?

Spoke with a recruiter yesterday 
He told me about his worst month
(It's pretty brutal)



"I had 8 people at final interview stage.
Didn't close a single one."

He’s a pretty big biller ( 1 mill + ) 

Reminder:

The biggest billers still have bad months.

You just don't hear about them.

If I were a recruiter 
And I wanted to build a shit hot brand
AND get more inbound, Here’s what I’d do… 




I’d cherry-pick one or two in-demand candidates. 

THIS IS THE MOST IMPORTANT PART

—--------------------------

I’d then build content around 3 pillars: 

1. Stories/case studies of placing THOSE candidates 
2. Stories/tips on how to FIND those candidates 
3. Stories/tips on what MOTIVATES those candidates 

I’d then sprinkle it with some personal content (10-20%) 

I’d then build a landing page around those candidates. 

One page. Stupidly simple. With ONE very clear offer. 

Something like: 

A Free shortlist 
A Free Market Map
A Free Hiring Guide (Interview questions) 
A 3-step system on how to attract those candidates 
A Free Salary Survey 
A Free placement (I know this one is bold) 

I’d post 3-5 times a week. 

Covering the categories above and making sure I have one STRONG sales post every Thurs/Friday.  

This sales post will have a CTA to drive traffic to the landing page. 

I’d test this process for 3-6 months. 

And eventually (after tracking all the data): 

What gets the most impressions 
What gets the most engagement 
What drives the most clicks 
What gets the highest conversions 

I’d start running LinkedIn ads and scaling. 

Once you get to this stage… things start to get exciting.

I’m just gonna stay it...




I LOVEEEEE Christmas. 

Here’s a list, in no particular order: 

Christmas movies 
Mulled wine 
Christmas trees 
Christmas Dinner
Presents 
Snow (We never bloody get it in the UK) 
The iconic Coke adverts 
Time with the family

Who’s with me?

I spoke with a recruiter yesterday 
30 minutes into the conversation... 
I wanted to slap him with a 7-pound Salmon  


I spoke with a recruiter yesterday who's in the perfect situation.

7-figure business.
Great reputation. 
16,000-strong network. 

And he's supplying VERY in-demand candidates.

High-voltage engineers.

- Data centres and renewables are fighting over the same talent. 
- Senior HV engineers are retiring. 
- Almost no new grads are entering the field.

He has something valuable that clients desperately need, RIGHT NOW.

And yet?

He's still slogging away doing outbound. 

Cold calls. Cold emails. Grinding for attention. 

It's still working (Just about) 

But he admitted it's getting harder and less effective. 

In another 12 months, he’s gona have to send 500 emails just to get a response. 

I wanted to grab a wet 7-pound salmon and slap it across the face.

Because if I were him?

I'd be posting aggressively and positioning myself as THE go-to expert for high-voltage engineers.

- I'd tell stories about how to find these candidates. 
- I'd share case studies. 
- I'd do MPC posts. 

I'd make sure every single bloody person in my market knew my name.

The most ironic thing?

By the end of the call, he was still lukewarm.

So I mentally upgraded to an 8-pound tuna.

Look, it's not complicated.

If you have something valuable, and you KNOW people need it…

Shout about it. Post about it. Talk about it.

Because your silence AND inability to market is costing you… 

Probably 10’s of thousands of dollars every month.

It’s becoming unbearable to watch.

There are 2 camps of Top Billers: 




Camp 1: The Top Billers who get to $1 Million
But rely mostly on referrals ( Theres more than you think )

Camp 2: The Top Billers who get to $1 Million 
But STILL do BD, regularly. 

Camp 1 has an easier life.

Camp 2 can weather any storm, pivot faster, and turn the tap on or off at will.

I've interviewed over 100 Top Billers 
Here's the biggest personal lesson 
(Wish someone told me sooner) 




There's always someone ahead of you.

Earning more. 
Building faster. 
Doing bigger deals.

And at first, that intimidated the hell out of me.

But then I noticed something…

It never really ends! 

The 500k biller is chasing the 1 million biller. 
The 1 million biller is chasing the 2 million biller. 
The 2 million biller is chasing someone else entirely.

So you've got two choices:

1. Spend your career feeling behind.

2. Or accept that the ladder goes on forever… 

And just enjoy the climb : )

This recruiter Billed $1M+ for 5 years straight.
His specialty is penetrating Enterprise accounts.
Here's what it actually takes to break in:




Minimum 60 days to get a first response

- 3-4 strategic emails
- LinkedIn connection + engagement
- Personal note
- 2 calls with voicemails

And that's WITH the right message and a battle-tested approach.

Then once you're in?

It takes another year to go from 1 placement to 5-10 placements annually with that account.

The lesson:

Most recruiters give up after 2-3 weeks and wonder why they can't land enterprise clients.

The ones who win? 

They play a completely different game.

It's nearly 2026!!! I can’t believe it. 
Here’s a 2025 in review: 
15 things… Good, Bad and downright weird. 



The Good:
- Biggest revenue year since starting the business
- Working with some incredible recruiters
- Started hiring (finally)
- The FREE TRIAL was one of the best business decisions we've ever made
- I met my girlfriend and went to Taiwan—it was life-changing :)

The Bad:
- I only went away once and didn't have much time off
- Some months were pretty stressful
- I gained a bit of belly fat which was a bitch to get rid of
- Probably had too many hangovers (need to drink less)
- Sam's cat (my cat's dad) passed away :(
- We had to fire a client

The Weird:
- I had a somewhat spiritual experience that's hard to explain
- I'm the 2nd longest-standing resident in my building of 300 people 
(people come and go here)
- I made my first miniature house. It took 8 hours in total
- A stranger recognised me from LinkedIn in public ( it was awkward lol ) 

I'm sure I've missed a few, but these are the bits that stuck.

How about your 2025 so far? Good, bad, weird—or all three?

How to send ONE solid candidate
And get 5 signed contracts. 
From a $600k engineering recruiter 




Spoke with a $600k biller last week. 

He doesn’t use any fancy tools or elaborate strategies.  

Just a well-timed email and a knock-out candidate. 

And he’s got more work than he can handle. 

Why?

Because he knows his market (Very well) 

He know's exactly who to speak with 
Which firms are looking 
And who’s in high demand 

To the point where he can pick up a Hydrogeologist, send a 3 line email to a list of mid-sized engineering firms with NO PERSONALISATION and get 5 contracts signed for an interview in the same week (True story) 

These conversations always remind me. 

Nothing beats knowing your market. 

Coz you can by-pass all the fancy shit and just send them what they need.

Had a client post blow-up this week. 
She got a crappy comment from someone.
Here's what I told her:



1. Look at all the positive likes and comments – you have hundreds. Don't let one bad egg bring you down.

2. The post is true and valuable, but it's ok to have people disagree with it.

3. If they're doing it in an aggressive manner, or for whatever reason you just don't like the tone of the comment… delete it.

And if he does it again?

Block. 

You are in complete control of your account.

You decide who you want in your network and who sees your content.

Don't let anyone tell you otherwise.

Spoke with a $1 Million Biller. 
He's a master at winning enterprise accounts.
Here's the INBOUND VERSION... (it has 3 stages)

Spoke with a recruiter this week 
90% of his placements come from specs 
But he's leaving money on the table... 




Because despite his HUGE network 

He’s not posting any content.... 

Don’t get me wrong. 

I love a good spec (MPC) 

It works, it’s consistent and it delivers results. 

But here's the problem:

Specs only catch clients who are hiring right now.
Some of your best clients aren’t hiring today, or even next week.

They’re hiring 3-6 months from now. 

Which is why you have to have a nurturing strategy. 

A process where you’re educating, building trust and demonstrating expertise.
 
After a few months of doing this, you’ll notice… 

- A much higher response rate 
- More inbound (people actually coming to you) 
- Better roles and higher fees! 

I'm working with a client in California. 

He does cold calling, specs, automation campaigns, THE WORKS. 

But we’ve also been building his brand. 

Last week he got a inbound from a CRO, huge business with a ton of potential hires.

That CRO reached out because he'd been watching him build credibility for months. 

And NOW he’s ready for help. 

So I’m not saying stop your outbound. 

I’m saying use content as well. 

You’ll reach MORE people and attract MORE leads for your business. 

If you’re interested to learn more about how to do this… 

I’d love to show you for free : ) 

Head to the comments to find out more

If you NEVER want an inbound lead. 
If you’re happy with an average brand. 
And you ONLY want referrals until you die… 



Do this: 

- Play it safe. 
- Don’t push yourself. 
- Don’t say what you actually think 
- Constantly worry about being judged 
- Never show up with real value, keep it broad 
- Don’t commit to a niche 
- Give up if you don’t see results quickly 

Oh, and keep saying you want to build a brand without actually doing anything.

Got an email yesterday that made my week.
(I was eating spaghetti whilst reading it) 



I worked with this recruiter 5 years ago. 

He recently came back to us after seeing my content 
(yes, I eat my own dog food).

It's 1 month in, and he's already won a new client. 

In his words:

"I've closed a contract with a new client! This is a real 'sweet spot' client as they are recruiting AI Engineers. Given all the content we've been posting lately about AI challenges, this perfectly aligns with my goal of positioning myself as the go-to AI recruitment specialist. So, all good here!"

He's also got two huge clients in the pipeline.

In 2026, you have two options…

Sit on the sidelines and play it safe.

Or finally find your voice and start sharing your expertise online. 

I promise you, 3–6–12 months from now…

You'll either be winning clients like him.

Or watching others do it while you're still "thinking about it."

Link in the comments to learn more.

Just got an email from a client that made my day.
From 12 posts we have 3 solid leads. 
1 on which could be worth 75+ roles. 



Here's what we've achieved from 12 posts: 

300k impressions 
3 strong leads 
1 lead requiring 75+ roles 
A flood of inbound connection requests

And the best part?

A complete shift in how he sees content.

He started on our free trial. We showed him everything upfront, no smoke and mirrors.

Results came quickly. 

Now, 12 posts later, he's looking at a serious ROI.

Full transparency though...

This guy had a head start. 
Over 10,000 connections. 
Deeply respected in his space. A genuine expert.

He made my job easier than most.

My point is, he didn't need to build credibility. He already had it.

He just wasn't visible enough.

Sometimes that's all you need.
 
If you’re ever curious to try us out : ) 

Feel free to check out the link in the comments

taplio

The Battle

Agnieszka Wojciechowska

TakeTwoBrothers

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taplio

The Battle

Agnieszka Wojciechowska

TakeTwoBrothers

Followers

Posts

Engagements

Likes

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);}TakeTwoBrothers's LinkedIn Performance

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