The Best Finance Leaders Are Passive, Not Invisible
The Best Finance Leaders Are Passive, Not Invisible
In today’s hiring climate, many businesses are struggling to fill senior finance roles. Not because there’s a shortage of talent — but because they’re looking in the wrong places.
You can post the vacancy. You can brief a spec. But if you’re expecting the most capable finance leaders to apply directly, you’re likely to be disappointed.
The strongest candidates aren’t invisible. They’re just not looking.
Visibility ≠ Availability
Many hiring strategies still rely on visibility. If a candidate isn’t active on LinkedIn, on job boards, or in someone’s inbox, they’re assumed to be off the market. In reality, the opposite is often true.
The most impactful Finance Directors, CFOs, Heads of FP&A and Controllers are usually too embedded in transformation, performance management, or investor engagement to actively seek roles. But they are open to the right conversation — especially if the opportunity matches their ambitions and values.
This is the essence of passive hiring. And it’s where most traditional processes fall short.
Why Good CVs Don’t Always Mean Good Candidates
There’s a tendency to equate application volume with quality. But in the senior finance space, the highest-calibre professionals don’t typically compete for visibility. They’re selective — about timing, cultural fit, and growth potential. And they move quietly.
Some of the most capable leaders in the market won’t be applying for roles at all. Not because they’re unavailable — but because they’re not motivated by open advertisements. They respond to relevance and trusted relationships, not volume or outreach campaigns.
What the Market Is Telling Us
In recent months, we’ve seen an uptick in counteroffers, slow-moving hiring processes, and roles reappearing on the market after stalled searches. These aren’t just signs of a tough economy — they reflect a misalignment between how businesses search and how finance leaders make decisions.
Candidate availability may be high in general, but for executive finance professionals with proven track records, availability doesn’t mean accessibility. Businesses hiring in 2025 must adjust their approach accordingly.
Rethinking How Finance Leadership Is Hired
This isn’t about being louder — it’s about being more targeted. If your vacancy has been open longer than expected, it’s worth stepping back from the platform-based approach and considering the structural issue underneath:
Are you speaking to the right people?
Are you moving at the right speed?
Are you thinking like a hiring partner, or just advertising a role?
The best finance leaders are passive — not invisible. They’re just not waiting to be found the usual way.
