{"id":45403,"date":"2025-07-28T08:43:29","date_gmt":"2025-07-28T08:43:29","guid":{"rendered":"https:\/\/www.brewermorris.com\/?p=45403"},"modified":"2025-07-28T10:06:40","modified_gmt":"2025-07-28T10:06:40","slug":"why-your-cv-isnt-getting-traction-in-the-indirect-tax-and-vat-job-market","status":"publish","type":"post","link":"https:\/\/www.brewermorris.com\/de\/regional-focus\/uk\/why-your-cv-isnt-getting-traction-in-the-indirect-tax-and-vat-job-market\/","title":{"rendered":"Why your CV isn\u2019t getting traction in the indirect tax and VAT job market"},"content":{"rendered":"\n
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In the competitive world of indirect tax and value added tax (VAT), standing out on paper is often more difficult than it seems. Whether you are a junior VAT analyst or a seasoned Head of Indirect Tax, your CV is your first impression. If it is not gaining traction, it may be time to reassess.<\/p>\n\n\n\n

This article explores the most common pitfalls in indirect tax CVs, how to quantify your impact, what hiring managers really want to see, and how to craft bullet points that get noticed on platforms like LinkedIn<\/a> and beyond.<\/p>\n\n\n\n

Common mistakes in CVs for in-house indirect tax roles<\/h2>\n\n\n\n

Even highly qualified tax professionals in related fields such as corporate tax<\/a> or international tax often make avoidable errors when applying for in-house roles. Here are the most frequent issues:<\/p>\n\n\n\n

1. Too much focus on tasks, not outcomes<\/strong><\/p>\n\n\n\n

Many CVs read like job descriptions: \u201cprepared VAT returns,\u201d \u201creviewed invoices,\u201d \u201cmonitored compliance.\u201d While these are important, they do not show the value you added. Instead, focus on what changed because of your work. Did you reduce risk? Improve efficiency? Save money?<\/p>\n\n\n\n

2. Lack of business context<\/strong><\/p>\n\n\n\n

Hiring managers want to understand the environment you worked in. Was it a multinational? A fast-growing scale-up? A highly regulated financial services firm? Include company size, industry, and scope of your role. For example: \u201cmanaged VAT compliance for a \u00a3500 million turnover FMCG business operating across 12 EU jurisdictions.\u201d<\/p>\n\n\n\n

3. No mention of technology<\/strong><\/p>\n\n\n\n

In-house tax<\/a> teams increasingly rely on automation, ERP systems, and tax engines. If your CV does not mention tools such as SAP<\/a>, Oracle<\/a>, Alteryx<\/a>, or Vertex<\/a>, you may appear out of touch. To highlight your value, explain what technology you used in specific circumstances, for example:
\u201cled VAT logic configuration in SAP S\/4HANA during global finance transformation.\u201d<\/p>\n\n\n\n

4. Generic CVs that are not tailored<\/strong><\/p>\n\n\n\n

A CV that tries to appeal to every role often ends up appealing to none. In-house roles vary widely, with some being compliance-heavy and others more strategic. Tailor your CV to the job description. Highlight relevant experience and mirror the language used in the posting, especially for job titles like Tax Advisor, Tax Manager, Senior Associate, or Tax Senior.<\/p>\n\n\n\n

How to quantify impact in indirect tax (even when it feels technical)<\/h2>\n\n\n\n

Indirect tax roles often feel process-driven, but there are always ways to demonstrate impact. Here is how to bring your achievements to life:<\/p>\n\n\n\n

1. Use numbers<\/strong><\/p>\n\n\n\n

Even if your role is technical, numbers help hiring managers understand scale and results.<\/p>\n\n\n\n