Find your next hire.
Give them a reason to stay.

Define the need before advertising

List the recurring work that needs an owner. Separate supervised entry-level tasks from work that requires experienced judgment. Describe the schedule, location, skills, compensation range and expected outcomes. Confirm that someone has time to train and review the new person.

Build an internship brief

• A paid role with start/end dates, hours and location
• Clear learning outcomes and a named supervisor
• Tools, training and review before client delivery
• A fair, consistent skills assessment
• School requirements and current employment rules reviewed with appropriate advisers

Contact each university’s official employer or career-services office to check its current accounting programs, posting process and term dates. A recruiting channel is not evidence of available students or an Libro Lantern partnership.

Assess how people work

Use a short, relevant exercise with synthetic information. Ask the candidate to explain their checks, what they are uncertain about and when they would escalate. Avoid requesting real client records or unpaid client delivery. Verify current availability, qualifications and consent separately.

Give people a reason to stay

Name a mentor, set a realistic workload, protect learning time and explain how responsibility can grow. Ask regularly which client process wastes time and which skill the person wants to build; agree one practical action and follow through.