The finance and accounting talent landscape is rapidly evolving, presenting both opportunities and challenges for organizations seeking top-tier professionals. How can businesses stand out and onboard the best talent? Barbara Strother, a seasoned Talent Acquisition Manager with TalentRise based in Buffalo, NY, shares her valuable insights on successfully recruiting finance professionals across diverse industries. 

Understanding Industry-Specific Needs 

One of the most critical aspects of successful finance recruiting is recognizing that different industries require distinct skill sets and experiences. As Strother explains, a one-size-fits-all approach simply doesn’t work in today’s specialized market. 

Manufacturing Sector Requirements 

In manufacturing environments, finance professionals need deep technical expertise in: 

  • Cost accounting fundamentals – Understanding product costing and margin analysis 
  • ERP systems proficiency – Managing complex enterprise resource planning platforms 
  • Variance analysis capabilities – Identifying and explaining deviations from budgets and standards 
  • Capital expenditure (CapEx) experience – Evaluating investments and calculating return on investment (ROI) 

These technical skills are essential because manufacturing companies operate with tight margins and require precise financial oversight of production processes. 

Technology and Startup Focus Areas 

Technology companies and startups prioritize different competencies: 

  • Financial planning and analysis (FP&A) expertise – Building models and forecasts for rapid growth scenarios 
  • Agility and adaptability – Thriving in fast-paced, resource-constrained environments 
  • Multi-functional capabilities – Wearing multiple hats due to leaner organizational structures 
  • Comfort with ambiguity – Navigating uncertainty and changing business models 

The key difference lies in the dynamic nature of tech environments, where finance professionals must be comfortable with rapid change and limited resources. 

The Value of Cross-Industry Experience 

While industry-specific knowledge is valuable, Strother emphasizes an important counterpoint: exact industry experience isn’t always necessary. In fact, bringing in professionals from different sectors can provide significant advantages: 

  • Fresh perspectives – New approaches to common challenges 
  • Expanded candidate pools – Access to a broader range of qualified professionals 
  • Enhanced innovation – Different industry practices can spark creative solutions 
  • Stronger soft skills focus – Emphasis on emotional intelligence and cultural fit 

This approach allows organizations to prioritize cultural alignment and transferable skills over narrow industry experience. 

Current Market Trends for Senior Finance Professionals 

The finance and accounting job market is experiencing significant momentum, driven by several key factors: 

Skills Shortage Impact 

A notable shortage of qualified accounting and finance professionals has created a competitive landscape favoring job seekers. This scarcity is prompting industry-level changes, including potential modifications to CPA requirements to make the profession more accessible. 

Key Career Move Drivers 

Senior finance professionals are making career changes based on several priorities: 

  • Compensation improvements – Seeking better financial packages 
  • Work-life balance – Prioritizing personal time and flexibility 
  • Technology adoption – Gravitating toward companies investing in automation and modern tools 
  • Hybrid work arrangements – Maintaining flexibility in work location 

The emphasis on forward-thinking companies that embrace automation represents a notable shift in candidate priorities. 

Compensation Benchmarking: A Data-Driven Approach 

Effective talent acquisition requires sophisticated compensation analysis considering multiple variables: 

Critical Benchmarking Factors 

  • Geographic location – Regional salary variations significantly impact competitive positioning 
  • Industry sector – Different industries maintain distinct compensation structures 
  • Company size – Private versus public companies offer varying compensation packages 
  • Real-time market data – Recent search results provide the most accurate insights 

Tools and Resources 

While platforms like LinkedIn Talent Insights and PayFactors provide valuable data points, Strother emphasizes the irreplaceable value of real candidate feedback. Anonymous insights about declined offers and compensation concerns provide the most actionable intelligence for both clients and candidates. 

Managing Executive Search Expectations 

Successful executive search requires clear communication and realistic timeline management: 

Timeline Management 

At TalentRise, the standard approach involves: 

  • Structured kickoff calls – Establishing clear expectations from the beginning 
  • 10-week initial phase – Intensive candidate identification and screening 
  • 90-day overall target – Complete search timeline including final negotiations 

The Consultative Approach 

Integrity forms the foundation of effective recruiting relationships. This means: 

  • Candidate-first mentality – Ensuring career moves benefit the individual 
  • Transparent communication – Sharing concerns and feedback openly 
  • Trust building – Prioritizing long-term relationships over single placements 
  • Flexible problem-solving – Adapting offers and clarifying expectations as needed 

Building Lasting Professional Relationships 

The most successful recruiters understand that not every placement will happen, and that’s acceptable. The goal extends beyond filling immediate positions to building sustainable professional networks. When candidates choose alternative opportunities, the focus should remain on strengthening relationships for future collaboration. 

This approach recognizes that today’s declined candidate might become tomorrow’s successful placement or valuable referral source. 

Conclusion: A Strategic Approach to Finance Talent Acquisition 

The finance and accounting talent market demands a nuanced, strategic approach that balances technical requirements with cultural fit, industry knowledge with fresh perspectives, and immediate needs with long-term relationship building. 

Success in this field requires deep market understanding, data-driven compensation analysis, and unwavering commitment to candidate and client satisfaction. As the market continues to evolve, adaptability and integrity will remain the cornerstones of effective talent acquisition in the finance sector. 

Organizations that embrace these principles while remaining flexible in their approach will be best positioned to attract and retain the finance professionals who will drive their future success. 

If your company is looking to hire top talent, please reach out to our Talent Acquisition Manager, Barbara Strother.