Finance Recruiting
Recruiting to help CFOs & Finance Leaders
Hire Financial Superstars Who Will Transform, Modernize,
Create, Lead, Drive Efficiency, & Fuel Growth.
CFOs/Finance Leaders,
You Have a Lot on Your Plate.
The pressure is on, and burnout is a real risk. It’s one of the reasons CFO turnover recently reached a 6-year high. More than ever, finance leaders need recruiting strategies that lead to top-performing teams, freeing them up to perform without the burnout.
This way, they can tackle a volatile business environment that demands ever changing, customized solutions. A competitive landscape where Big Data and AI must inform strategy and decision making. Operations needing modernization, new work arrangements, and scalable processes so your company can keep pace with an evolving industry.
Finance Hiring Risk is at an All-Time High.
PwC states that, “A new type of leader is needed: tech savvy humanists who understand the potential of new technologies and how they can be knitted together to align with strategic objectives, whilst recognizing that organizations are run by people, for people.”
Yet most companies are hiring critical financial talent using outdated, surface-level finance recruiting strategies, the results of which speak for themselves:
A landmark 3-year study from LeadershipIQ, which examined 5,247 hiring managers from 312 organizations that hired 20,000+ employees during the study period, 46% of new hires will fail within 18 months, and just 19% achieved “unequivocal success.”
Today’s Recruiting is Upside Down.
Today’s non-exclusive contingency model for accounting & finance recruiting deals in quantity over quality and employs shallow search strategies. It’s why you end up with:
- Multiple firms sending the same mediocre candidates.
- Candidates with backgrounds non-specific to your needs.
- Resume jockey recruiters instead of hiring partners.
- Revolving door roles. i.e. 3 Controllers in 4 years.
This might be the way your company has always used recruiters. In today’s rapidly changing environment, the way things have always been done won’t cut it. They won’t assure your company’s standing in the market, or your career as a CFO/finance leader.
Finance Talent is Evolving, and So Must the Recruiting Model
“A new wave of disruption more forceful and more pervasive than what we have seen in recent years will likely unfold in the next decade.” This Deloitte quote applies to our broader talent market, including finance.
If you’re looking to hire the best in finance and accounting, the old finance recruiting model won’t work. I’m talking about copy-pasted, laundry-list job ads. Cookie cutter communications from drive-by recruiters working on all the same non-exclusive openings.
These outdated finance recruiting methods place severe limitations on your talent pool. Because they tap mostly into the 18% to 30% of the workforce actively looking for jobs, leaving untouched the 87% open to hearing about a great opportunity.
How can you solve real business problems (often talent problems in disguise), if you’re hiring from the a limited talent pool?
Jack Welch once said:
“If you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it, you almost don’t have to manage them.”
It sounds simple but it’s not easy to implement in today’s finance recruiting model. You have a lot of challenges on your plate, more now than ever before. But if you put the right people in the right seats, they can alleviate these challenges. The wrong hires will make them worse.
This is the problem I solve.
If you’re facing finance recruiting challenges and need to hire the right people, let’s talk. Connect with me on LinkedIn or: