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Attracting and Retaining Finance Talent in a Tight Market 

If you’re struggling to build or stabilize your finance team right now, you’re not alone. The accounting and finance labor market has been under pressure for years, but a few converging trends have intensified the situation:  

  • A national shortage of CPAs, due in part to education and licensing hurdles and an aging workforce (more than 11,000 Americans turn 65 every day) 
  • Increased demand for strategic finance talent as companies grow, acquire, or evolve 

Whether you’re replacing a retiring controller or trying to find the right leader to help you scale, the challenge is real. Fortunately, there are concrete ways to position yourself for success.  

Here are a few strategies we’ve seen work well for business leaders looking to attract and retain finance talent today: 

Go on the Offensive 

The finance leaders you want probably aren’t actively looking. In this market, you’ll need to take a more proactive approach to recruiting. That means: 

  • Reaching out directly to potential candidates rather than waiting for applications 
  • Working with partners who know the talent market and can help source candidates faster 
  • Being flexible about what the role looks like (more on that below) 

Build a Public Face That Attracts Talent 

In a tight labor market, your culture matters more than ever. Today’s candidates want to know: 

  • What it’s like to work on your team 
  • Whether your leaders support work-life balance 
  • How you handle professional development 

This doesn’t mean you need to overhaul your brand. But it does mean: 

  • Keep your website and LinkedIn presence up to date 
  • Share stories about your team and milestones 
  • Highlight flexibility and growth opportunities where they exist 

Network in the Right Places 

Great finance people don’t just hang out on job boards. They go to conferences, alumni events, industry summits, and CPA society meetings. If your internal team is too busy to show up in those rooms, consider bringing in a partner with a mental rolodex. Even a casual conversation can be the start of a great fit. 

Re-evaluate What You Really Need 

Not every role needs to be full-time. In fact, many businesses are finding success by getting creative: 

  • Bring in a contractor to cover a surge in workload or a transition period 
  • Use contract-to-hire arrangements to test fit before committing 

The key is to match the structure to your current stage and needs. Flexibility can help you fill gaps quickly and buy time to find the right long-term fit. 

Get Ahead of Boomer Retirements 

Many finance leaders are nearing retirement age, and some give little notice. If you have a senior team member in their 60s or older, it’s worth asking: 

  • Is their role well documented? 
  • Who else knows how to do what they do? 
  • What would happen if they left next month? 

Starting the handoff early — even if retirement is still a year or two away — gives your team time to cross-train, shadow, and prepare. You’ll thank yourself later. 

Invest in Growth, Not Just Replacement 

Finally, don’t treat hiring as a reactive chore. This is an opportunity to: 

  • Clarify what your business needs from its finance function 
  • Identify new skills or perspectives that could support future growth 
  • Create roles that attract the kind of people who want to grow with you 

In today’s market, the competition for talent is fierce. But with the right approach, the right mindset, and a little bit of flexibility, you can build a finance team that’s ready for what’s next. 

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Our firm provides this information for general educational guidance only and does not constitute the provision of legal advice, tax advice, accounting services, investment advice, or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional tax, accounting, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation. Podcasts posted by Anders CPAs + Advisors are not intended to be used and cannot be used by any individual or business, for the purpose of avoiding accuracy-related penalties that may be imposed on the taxpayer. The information is provided "as is," with no assurance or guarantee of completeness, accuracy, or timeliness of the information, and without warranty of any kind, express or implied, including but not limited to warranties of performance, merchantability, and fitness for a particular purpose. Please note that some content may be generated using artificial intelligence and is intended for educational and informational purposes only. In no way does listening, reading, emailing or interacting on social media with our content establish a professional relationship.

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