Everything you need to know about hiring top talent in accounting & finance

Winning the race for finance and accounting talent is not for the faint-hearted. If you blink, you might miss out on the candidate who could transform your bottom line.

How do you find people who not only know their numbers but can read between the lines? What does it take to convince a star analyst or finance manager that your company is their next career move? And, once you spot them, how do you keep them from being poached by someone else?

In this guide, you’ll get the answers. Here’s what you can expect:

Table of contents:

• Why hiring the best in accounting & finance matters
• The basics: what top talent actually looks like
• The challenges: skills gaps, competition, and why good branding matters
• Smart strategies for hiring and keeping high performers
• What you need to remember: key takeaways

Let’s break it down step by step. By the time you finish reading, you’ll know exactly what it takes to attract, hire, and retain the best in the business.

The foundation: why hiring top finance talent matters

Every company, no matter the size or industry, relies on its accounting and finance teams to keep the lights on and the doors open. These professionals do more than balance budgets and file reports. They help you stay compliant, avoid costly mistakes, provide insights that drive decisions, and keep your business financially healthy.

Yet, there’s a problem. According to ClearCompany, 66% of finance hiring managers are actively filling new roles, but a whopping 95% say they struggle to find candidates with the right skills. This isn’t just a minor headache, it directly impacts growth, innovation, and profitability. When you can’t fill essential finance jobs, you might miss out on opportunities, risk regulatory penalties, or make decisions based on incomplete data.

So, how do you beat these odds? Let’s start with the basics.

The basics: what top finance and accounting talent looks like

You don’t need a crystal ball to spot a great candidate, but you do need to know what you’re looking for.

Top accounting and finance professionals have a blend of technical mastery, analytical sharpness, attention to detail, and an ability to communicate complex information simply. Think of a financial controller who can explain earnings variances in plain language or an accountant who spots risk before regulators do.

Key qualities include:

• Expertise in accounting standards, compliance, and regulation
• Advanced Excel and financial analysis skills
• Familiarity with ERP systems and finance technology
• Problem-solving abilities and ethical decision-making
• Strong interpersonal skills

Crucially, today’s finance leaders need to be adaptable. New regulations, tax changes, and digital tools crop up every year. If your hire can’t keep up, your business could fall behind.

The challenges: gaps, competition, and employer branding

Skills gap is still the big story

With technology rapidly changing and regulations tightening, skill requirements are rising. Yet, many candidates haven’t kept pace. The ClearCompany survey found nearly all finance recruiters are frustrated by the shortage of qualified applicants.

What’s missing? It’s not just technical chops. Soft skills like communication, leadership, and adaptability are just as hard to find, and just as important.

The fight for talent is fierce

You’re not just competing with other banks, accounting firms, or startups. Tech companies, consultancies, and even nonprofits want the same finance pros you do. Niche skills, like tax planning and regulatory compliance, are especially prized. For some roles, you’ll be vying against offers that include bigger paychecks, remote work, and perks like unlimited vacation.

According to LinkedIn Talent Solutions, roles in financial analysis and risk management are among the hardest to fill, with average time-to-hire stretching for months.

Employer branding is your secret weapon

If you want the best, you need to look like the best. That means building a reputation as a great place to work. Candidates research your company as much as you research them. They’ll check Glassdoor reviews, talk to friends in the industry, and look for signs of professional growth and well-being.

Younger candidates, especially, want more than a paycheck. They’re looking for purpose, diversity, and flexibility. A strong employer brand doesn’t just attract applicants, it keeps your team engaged and proud to refer their network.

See how ClearCompany explains the role of employer branding in attracting finance professionals.

Intermediate insights: smart strategies for hiring and keeping top performers

You know what you need and what you’re up against. Now, let’s talk about how to win.

Partnering with specialised recruiters

General job boards and one-size-fits-all recruiters won’t do the trick for high-level accounting or finance roles. Specialised search firms have connections, industry intuition, and access to candidates who might not be actively looking.

A top recruiter doesn’t just send resumes. They’ll help you define the skills you need, screen for cultural fit, and even coach you on making competitive offers.

If you’re looking for a CFO or a tax director, this approach is worth the investment. According to BTC PA, companies working with specialised recruiters fill roles 25% faster and see longer average tenures.

Build a brand that actually matters

Don’t just broadcast your job openings. Tell your story. Highlight your team’s culture, your support for learning and development, and your approach to work-life balance.

Real example: A mid-sized tech company slashed its hiring time for accountants by showcasing employee testimonials on its careers page and hosting monthly virtual Q&As for potential hires. The result? They doubled their applicant pool in six months.

Focus on diversity and inclusion

Diversity isn’t a buzzword, it’s a necessity. Diverse finance teams are more innovative and less likely to overlook risks.

Set clear goals for gender, ethnic, and experiential diversity in your hiring process. Use structured interviews and diverse hiring panels. According to Harvard Business Review, companies with more diverse leadership outperform less diverse peers by 19% on average.

Invest in learning and development

Hiring isn’t enough. You need to retain and upskill your best people. Offer regular training, pay for certifications, and support employees who want to expand their skills.

Companies that invest in professional development not only close the skills gap faster but also see higher employee satisfaction and retention. Employees who feel invested in are 70% more likely to stay for three or more years, according to LinkedIn’s Workforce Learning Report.

Advanced insights: building a future-proof finance team

You’ve covered the basics and put systems in place. Now, how do you build a team that can adapt to any surprise, new technology, sudden regulatory changes, or rapid growth?

Analyse your future needs now

Don’t hire just for today’s open role. Map out your company’s expansion plans, likely regulatory shifts, and technology upgrades. Create a talent pipeline for the future by cultivating relationships with passive candidates and alumni.

Embrace tech-savvy finance professionals

From AI-powered analytics tools to automated auditing, technology is changing finance fast. Look for candidates who are not just comfortable with tech but love learning new systems. Someone who embraces change will help your business stay ahead.

Foster a culture of continuous improvement

Top performers want to innovate, not just follow routine processes. Build a culture where people are encouraged to suggest improvements, challenge assumptions, and take ownership of projects.

A global retailer, for example, improved its month-end close process by inviting its accounting team to design a new workflow. The result: 30% faster closes and fewer errors.

Key takeaways

• Refine your hiring criteria to focus on both technical and soft skills.
• Strengthen your employer brand to stand out and attract the best candidates.
• Use specialised recruiters for tough or senior roles to improve hiring success rates.
• Invest in diversity, learning, and tech-friendly attitudes to future-proof your team.
• Create a culture where continuous improvement is expected and rewarded.

Hiring top finance and accounting talent is not just about filling a seat. It’s about finding partners who will help you spot new opportunities, avoid pitfalls, and power your business growth.

So, as you map out your next hire, ask yourself: Are you ready to offer what the best candidates want, before your competitors do?

FAQ: Hiring Top Talent in Accounting & Finance

Q: What are the biggest challenges in hiring top accounting and finance professionals?
A: The main challenges include a persistent skills gap, fierce competition for specialised talent, and the need for a strong employer brand to attract candidates. Rapid technological change and evolving regulations also make it difficult to find candidates with up-to-date expertise.

Q: How can my organisation stand out to attract top finance and accounting talent?
A: Focus on building a compelling employer brand by offering competitive compensation, a positive workplace culture, and clear opportunities for professional growth. Highlight your organisation’s values and commitment to employee development in your recruitment messaging.

Q: Why is partnering with a recruitment firm beneficial when hiring for finance roles?
A: Specialised executive recruitment firms have extensive networks and industry insight, enabling them to identify and attract candidates with the right skills and experience. They can help bridge the gap between your organisation’s needs and the talent market.

Q: How important is diversity in accounting and finance leadership?
A: Diversity is increasingly recognised as essential for organisational success. Diverse leadership teams offer broader perspectives, foster innovation, and improve decision-making. Prioritising diversity in recruitment helps build resilient and effective teams.

Q: What can organisations do to address the skills gap in finance and accounting?
A: Invest in continuous learning and development programmes for your team. Offering training ensures your workforce’s skills remain current and can make your organisation more attractive to candidates who value professional growth.

Q: How does employer branding impact talent attraction and retention in finance?
A: A strong employer brand makes your organisation more appealing to potential hires and helps retain current staff. Emphasise your culture, values, and career advancement opportunities to differentiate yourself from competitors in a tight talent market.

 

About

Warner Scott , based in London and Dubai, is a global leader in executive recruitment for Banking & Investments, Accounting & Finance, and Digital & Fintech. With over 18 years of experience, they have built solid relationships with top-tier banks, financial institutions, and accountancies. Their distinct advantage comes from these long-term relationships with hiring managers and internal recruiters, a broad candidate network, and continuous candidate engagement. This unique positioning earns them trust from both talent and hiring managers. Their in-depth understanding of recruitment needs enables them to identify senior C-suite, EVP, SVP, and MD-level hidden, ready-to-move talent that other recruiters cannot reach.

Providing customised recruitment solutions, Warner Scott serves both international and regional clients as true business partners. Their offerings encompass retained, exclusive, and contingency searches, along with permanent, contract, and interim staffing services.

In Banking and Investments, they engage with international and regional banks and investment houses in London and the Middle East, including conventional and Islamic banks. They cover areas such as Private Equity, Asset Management, Investment Banking, Treasury & Global Markets, Wholesale Banking, Digital & Technology, Risk Management & Compliance, and C-Suite Appointments.

In Accounting and Finance, Warner Scott partners with The Big 4 and Top 50 accounting firms, along with globally recognised consultancies. They specialise in Audit, Risk & Compliance, Tax (Private Client, Expatriate, and Corporate Tax), Corporate Finance, Transaction Advisory, Restructuring, Turnaround, Insolvency, Forensic Accounting, Disputes & Investigations, Forensic Technology, eDiscovery, Cyber Security, and Management Consultancy.

In Digital & Fintech, they assist large banks, digital startups, and innovative Fintechs in areas such as FinTech (AI, Blockchain, Cloud Computing, Big Data), InfoSec/Cybersecurity (Application, Infrastructure, Network, Cloud, IoT securities), Digital Leadership, Digital Transformation, Software Development, IT Project/Program management, Data Science & Analytics, Data Privacy, and Data Architecture.

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