For decades, corporate finance recruiting followed a familiar formula: Candidates should have a certified public accountant (CPA) credential, technical expertise, U.S. Securities and Exchange Commission reporting experience, and industry knowledge. While these qualifications remain foundational, today’s hiring landscape in the profession has significantly evolved.
As organizations accelerate digital transformation initiatives, adopt artificial intelligence (AI), navigate increasingly complex compliance and governance requirements, and manage ongoing talent shortages, accounting and finance professionals are being asked to contribute far beyond traditional reporting roles. Employers now want candidates who can pair deep accounting expertise with technical proficiency, strategic thinking, leadership, and strong communication skills.
I recently spoke with my colleague, Danielle Avril, vice president of recruitment in the accounting and finance practice at The Planet Group, about the current state of the job market. According to Avril, employers are increasingly seeking candidates whose experiences closely align with their specific needs. Specifically, she says the candidates who clearly showcase their technical skills, industry expertise, and measurable business impact are most likely to stand out and secure interviews.
As organizations and candidates navigate the evolving corporate finance landscape, here are the five recruiting trends they should know.
Unsurprisingly, technology continues to transform the corporate finance function at an unprecedented pace.
Not long ago, accountants (including myself) were performing audit procedures using 10-column worksheets, manually tracing information from trial balances to financial statements. Today, those same processes are supported by sophisticated enterprise resource planning (ERP) systems, cloud-based technologies, automation tools, and AI-powered solutions.
As a result, technology proficiency has become a critical differentiator for corporate finance professionals. Employers are actively seeking candidates with experience in ERP systems, data analytics and visualization platforms, robotic process automation, business intelligence tools, and AI-enabled forecasting and reporting solutions.
In fact, these skill sets are so desirable that Avril recommends candidates prominently feature a dedicated technology section on their resumes. As recruiters increasingly utilize AI-enabled applicant tracking systems and search tools, clearly highlighting technical competencies and including the right keywords can improve visibility and alignment with job requirements.
Perhaps no corporate finance role has undergone a greater transformation than that of the controller.
Historically viewed primarily as the guardian of compliance and financial reporting, today’s controllers serve as strategic business partners. Controllers are increasingly involved in organizational transformation initiatives, mergers and acquisitions (M&As), working capital optimization, process improvements, and enterprise-wide decision support.
Rather than simply reporting financial results, today’s controllers are expected to provide insights that influence business performance, drive value creation, and support long-term strategic objectives.
In a competitive labor market, flexibility has evolved from a desirable perk into a strategic recruiting advantage.
Hybrid work arrangements and flexible scheduling continue to influence candidate decision making, particularly among experienced professionals. Additionally, organizations that embrace flexibility often gain access to broader talent pools and may benefit from more efficient recruiting processes.
Another notable trend is the increasing importance of speed in the recruiting process.
It’s important for organizations to be aware that highly qualified candidates often participate in multiple interview processes simultaneously. Therefore, if your hiring cycles are lengthy, you may lose strong candidates to competitors with more streamlined decision-making processes.
Consider reducing interview rounds, empowering hiring managers to make decisions more quickly, and focusing on creating a more efficient candidate experience.
Technical expertise may secure an interview, but success skills frequently determine hiring outcomes.
Today’s corporate finance leaders must collaborate effectively across multiple functions, including operations, sales, human resources, and executive leadership. That cross-functional role requires the ability to translate financial information into actionable insights that support business decisions.
Executive communication has especially become a sought-after skill set. Whether presenting to boards of directors, investors, auditors, or operating leaders, corporate finance professionals must be able to tailor complex information for delivery to diverse audiences and tell a compelling story with the financial data.
Equally important is the ability to lead through change and adapt quickly to shifting environments. The accounting and finance profession continues to navigate evolving regulatory requirements, rapidly advancing technologies, organizational restructurings, and an influx of M&A activity. Corporate finance candidates must be able to serve as effective change agents by facilitating adoption, building organizational alignment, and helping teams develop new capabilities.
Organizations are also placing greater emphasis on talent development. Leaders who can attract, coach, and retain highperforming teams are increasingly viewed as critical assets in an environment where experienced accounting and finance talent remains difficult to find.
Overall, these five trends make it clear that the evolving accounting and finance landscape demands organizations and professionals to focus on skill sets beyond technical accounting and finance expertise: technology fluency, strategic insight, adaptability, and leadership skills.
To improve recruiting outcomes, Avril offers these practical recommendations.
For accounting and finance professionals seeking new roles, consider this your cue to take another look at your resume to make sure it tells the full story of what you bring to the table. For organizations, make sure your recruiting approach is just as current as the talent you’re trying to attract.
