From Recruitment to Retention: How Culture Shapes Our People

As I look back to my first day at D&V Philippines, I remember walking into the office with a mix of excitement and uncertainty.  

Like many new hires, I didn’t fully understand the company’s culture yet. I didn’t know if I’d fit in, how long I’d stay, or if I’d even like it “here.” What I did know was that I was stepping into a place filled with professionals who are passionate about what they do and genuinely proud of the work they deliver. 

That first impression turned out to be right. Over the years, I’ve seen how D&V Philippines’ culture isn’t just something you read on a company poster or hear during onboarding — it’s something you experience. 

From the way people collaborate to the support young, forward-thinking leaders give their teams, it’s a culture built on trust, growth, and shared success. 

In this article, we’ll take a closer look at how that culture shapes the entire employee journey — from recruitment to retention and how it helps D&V Philippines consistently provide value to both our people and our clients. 

Read: Key Strategies for Improving Employee Retention Rates in Accounting Firms 

The Link Between Company Culture and Employee Retention

A good company culture is one of the things professionals look for today. People want to work in a place where they feel included, supported, and valued. 

In a survey conducted by Wiley in 2024, a trusted research and learning organization, 73% of respondents said that a positive organizational culture is more important to them than having a higher salary. 

Within my team, I’ve seen how true that is. From the way employees have stayed here for decades, they continue to grow with the company. It’s a rare thing to see that nowadays, but over the years, I’ve noticed three key things that make people stay: 

a. A sense of belonging. When people feel accepted and supported, they develop a deeper connection not just to their role but to the entire team. 

b. Strong relationships. Even during challenging times, it’s the trust and camaraderie among colleagues that keep everyone going. 

c. Opportunities for growth. When employees are given room to learn, lead, and take on new challenges, they’re more likely to stay and contribute long-term. 

I’ve even seen people who left for personal and career reasons, but they eventually returned to experience the same culture they once experienced. 

How Culture Guides Our Approach to Recruitment and Retention 

Although culture is one of the common questions applicants ask when moving from one job to another, we see it as more than just a talking point. It’s something we consider at every step of recruitment. 

Here’s how our culture shapes the way we hire and retain people: 

1. We look beyond technical skills

Strong communication skills are one of the key things we look for, especially in a hybrid setup. We want people who can collaborate well and able to reach out to other team members so we can ensure that there are no issues, and everything is working as intended. 

2. We involve team leaders in the process

Having assigned team leaders within the team is a huge help, especially during the first six months of a new employee. They can act as mentors who guide new hires in adjusting to how we do things, whether it’s about the processes, tools, or simply how we work as a team. 

3. We value transparency

It’s not only the candidate who is expected to be honest during the interview — it should go both ways. If the role comes with extra challenges, we make sure to discuss these upfront, so candidates clearly understand what they are getting into. 

4. We practice empathy

We follow the golden rule — treat others the way you would want to be treated. Putting ourselves in the candidate’s situation helps us build a better experience from day one. 

By doing this, we attract people who are not only a good fit for the role but are also more likely to stay and grow with us. 

Read Next: The Importance of Mentorship Programs in Accounting Firms 

Our Approach to Onboarding and Training

Once someone joins the team, our goal is to help them feel welcome and confident in their new role. The first few months can make or break an employee’s experience, so we make sure onboarding goes beyond just forms and introductions. 

Here’s how D&V Philippines approach onboarding and training: 

a. Creating connections from day one

New hires are first introduced to their new-hire buddy, who walks them through systems, tools, and team processes. It’s their first point of connection and support. They also meet the IT and HR teams during their first few hours to get familiar with how things work. 

b. Building a sense of belonging

One of the most impactful moments for new hires is when they finally get to attend monthly or quarterly in-person meetings. It’s where they meet the wider team and experience that sense of belonging that makes our culture stand out. 

c. Grounding everyone in our values

Our culture is anchored on a set of core values we call FIRE — Fun, Integrity, Relationship, and Excellence. These values guide how we work and interact, not only with clients but also with each other.  

In my team, we’ve adopted an additional set of principles called PFRS — modeled after the Philippine Financial Reporting Standards, but for us, it stands for Positive, Fun, Respect, and Support. These principles make it easier for people to understand and experience our culture from day one. 

d. Providing layers of support

Every employee has someone to turn to. Aside from their new-hire buddy, they have team leaders, managers, and a dedicated counselor who looks after both their performance and well-being. Especially in a hybrid setup, this helps ensure no one feels isolated. 

e. Offering continuous learning

Training doesn’t stop after onboarding. Our subject matter experts — also known as our Excellence teams — create practical, work-based learning programs scheduled throughout the year. These sessions help employees improve their skills and live by our mantra, ESSAP: Eliminate, Simplify, Standardize, and Automate Philippines. 

This structure gives new hires the confidence to grow, adapt, and eventually mentor others — continuing the same cycle of learning and support that defines our culture. 

Engagement in Action: Why it Matters for Retention 

Once people are settled into their roles, the next challenge is keeping them motivated and connected. And as one of the leaders, what we usually do to keep our team engaged is make it a point to meet in the office at least once a month as a big group. 

For client-based teams, we hold smaller meetings weekly or bi-monthly. During these sessions, everyone shares their wins and struggles. Over time, this has built a strong sense of connection because people get to see how their teammates turn challenges into successes. 

Another thing that keeps people motivated is consistent appreciation and recognition. I once ran a quick poll in our MS Teams group chat asking, “What keeps you motivated?” 

The top answer wasn’t “Being paid well” — it was “Feeling appreciated.” And that says a lot. When people feel recognized, they naturally want to do better. 

Here’s what the top five answers were: 

• Appreciated 

• Being Paid Well 

• Valued 

• Involved 

• Trusted 

On top of that, I'm also a firm believer that open communication plays a big role in keeping people engaged. And, in a growing organization, employees want to feel involved in what’s happening around them.  

That’s why I also make it a point to share updates, clarify expectations, and create space for questions or feedback because when people feel heard, they feel respected and that builds trust. 

Recognition programs and team activities also play a key role. In D&V Philippines’ case, we have company-wide recognition programs during town hall meetings, year-end parties, and special programs like DV Applause, alongside the monthly DV Superstars.  

In our service line group, Team Narene, we also recognize and celebrate Client Champions monthly and Team Champions quarterly. Our Client Champions are those who receive unsolicited commendations from clients — whether through an email, a quick call, or a message appreciating their effort. Meanwhile, our Team Champions are nominated by their peers for consistently going the extra mile, offering support, or helping the group achieve its goals. 

These moments of recognition remind everyone that their efforts matter and motivate them to keep growing both individually and as a team. 

Leadership and Low Turnover: A Reflection of Accountability 

As teams grow and change, leadership becomes an even bigger factor in keeping people around. At some point, retention is no longer just about benefits or engagement; it’s about the kind of leadership people experience every day. 

I once came across a statement that said, “Every resignation letter is a performance review for leadership.” That line really resonated with me because it made me reflect on my own team. 

I take pride in having a low resignation rate, and when someone does decide to leave, it’s often because of: 

• Personal reasons or life transitions 

• Career shifts or new opportunities 

• Major changes that are outside the workplace 

For those in senior roles, many have shared that if not for these life changes, they would have stayed. And while we always want our people to remain with us, it’s just as important to support them in their journey, even if that means saying goodbye. 

This also ties back to the importance of building strong relationships. Strong team connections and supportive leadership make employees choose to stay. That sense of relationship is what turns challenges into something bearable and, at times, even fulfilling. 

In line with that belief, I once asked my team for anonymous feedback on my leadership style. Two things stood out the most: 

• Supportive – helping people feel secure and guided in what they do. 

• Empowering – giving them the trust and freedom to grow at their own pace. 

Together, these two qualities create an environment where people feel both valued in the present and optimistic about their future. 

What also makes our leadership style unique in the company is the fact that most of the managers and the leadership team are young leaders as well — allowing us to relate to most of our employees. Because of the relationships we’ve built, we still have some of our first employees with us after 13 years, helping preserve and strengthen the culture we’ve built over time. 

While adapting to a hybrid setup was initially a challenge, I’ve seen how everyone has adjusted well. Things are running smoothly now, and that, to me, reflects how strong leadership and accountability can truly make a difference in retention. 

You might be interested: 5 Reasons Why Accounting Professionals Need a Mentor 

Growing With the Company: Why Career Development Matters 

Growing with the company is not an easy task to begin with. It takes time, effort, and a clear sense of direction. But when people see real opportunities to learn and grow, they’re more likely to stay. 

At D&V Philippines, growth can take many forms. It could mean: 

• Within your assigned client team – taking on new responsibilities or handling bigger accounts 

• Across departments – exploring new functions or roles that match your strengths 

• Through exposure to global clients and industries – learning from diverse practices and work cultures 

I’ve experienced this myself. I started as a Financial Accountant for one of our clients in Australia. After a couple of years, with the support of the client and my involvement in both the Australian Compliance Team (ACT) and the Microsoft Excel Training Team, I was able to maximize my potential and eventually became a trusted leader by the client.  

I was invited multiple times to work with the onshore team in Australia, which gave me the chance to experience their culture firsthand.  

After a few more years, I was promoted to Group Senior Accountant and later on to Finance Manager, working closely with the company’s CFO.  

This exposure strengthened both my hard and soft skills, which I continue to apply in my career and now use as a foundation for mentoring and guiding my team.  

That same opportunity for growth is something the company extends to everyone. Our Subject Matter Experts (SMEs) or Excellence Teams help employees who want to pursue further learning through:  

a. Certifications and professional development programs 

The company supports team members who want to maintain their Certified Public Accountant (CPA) license in the Philippines or pursue the Certified Practising Accountant (CPA) designation in Australia. 

b. Specialized training sessions 

Certified mentors and coaches facilitate workshops for managers and selected employees, focusing on both technical and leadership skills. 

c. Coaching and mentoring 

Employees are encouraged to take on mentoring roles, helping others grow while strengthening their own interpersonal and leadership skills. 

d. Exposure to diverse clients and industries 

Working with global clients gives employees a chance to learn different financial systems, tools, and business practices that sharpen their expertise. 

What Consistency Means for Client Partnership 

As people grow and stay longer in the company, that same stability extends to our clients. Consistency on the team doesn’t just benefit the organization but it directly impacts the quality of client relationships. 

In our case, clients often highlight retention as one of our key strengths because it ensures: 

• Continuity and better alignment with client priorities 

• Lower training costs through preserved business knowledge 

• Deeper familiarity of client operations creates more opportunities for process improvements—something that usually develops only when a team truly understands their operations over time. 
  

Beyond this, what really sets D&V Philippines apart is our ability to provide clients with uninterrupted service through established Business Continuity Plans (BCPs), especially during times of uncertainty. 

Clients also benefit from the fact that no employee works in isolation, every individual is supported by: 

• Subject Matter Experts (SMEs) who provide technical insight 

• Dedicated Account Managers who oversee client relationships 

• Counselors who help guide personal and professional growth 

• Corporate Services teams, including Client Experience and Quality Assurance, who ensure smooth operations behind the scenes 

The Bottom Line 

Every organization is different from one another whether it’s about leadership style, structure, or the way people connect. But at D&V Philippines, what truly sets us apart is our culture. From recruitment to retention, our approach has always been centered on creating a workplace where people feel valued. 

And, when employees feel valued and empowered, they stay longer, perform better, and pass on that same sense of dedication to the clients they serve. This has been the very reason why we’ve remained a trusted name in the accounting outsourcing industry for decades, serving clients across the globe. 

The D&V Philippines Difference 

If you’re looking for a workplace that puts people first or a professional services firm with a positive and supportive corporate culture, D&V Philippines is worth considering. Schedule a free consultation with one of our experts today to learn more about how we can help you.  

You can also visit our website to find out what our clients say about us or download our whitepaper, Employees to Partners: How D&V Philippines Invests in its People, to learn about our commitment to developing and investing in our people. 

This article has been written in collaboration with Angelica Garcia, a content specialist at D&V Philippines.