Recruiting top finance talent when flexibility is limited

We’re seeing a shift in the market: many employers are reducing the number of remote working days offered to new hires. In many cases, this isn't a decision made by the hiring manager, but one driven by board-level policy, business structure or culture shifts.

And yet, the challenge remains: how do you attract and secure high-calibre finance professionals when you can’t compete on flexibility alone?

Despite the finance talent market calming down since the febrile atmosphere of post-covid years, competition for the best remains high.  

And given that these days they are strategic partners, guardians of financial resilience and often key players in business transformation, amongst other things, it’s crucial that businesses can find the right talent to support growth.

If your offering doesn’t stand out, the best in your team may move on quickly and quietly, while those on the market may not even consider your offering.

But here’s the good news: while flexibility is valued, it’s not the only thing that matters.

Many of the most in-demand finance professionals will look beyond WFH policies if the broader opportunity is compelling. You can shift the conversation away from "Can I work remotely?" to "Why should I work here?"

Here’s how:

1. Compensate competitively, and invest in growth

Senior finance professionals know their worth, and the best are constantly being approached. Competitive compensation remains fundamental, but pairing salary with strategic upskilling opportunities gives your offer real cut-through.

Think AI and automation in finance. ESG and green finance strategy. Digital transformation leadership. Giving your senior hires the tools to future-proof their careers will no just attract them but also builds long-term capability for your business.

Action for hiring leaders: Make room in your talent budget for both salary and learning investment. Position it as part of your EVP (Employer Value Proposition) from the outset.

2. Offer clarity on career trajectory

Contrary to popular belief, accountants aren’t just looking for security, they’re also interested in progression, challenge and long-term impact. In today’s turbulent market, they want to know what comes next.

Whether it’s access to stretch roles, influence in strategic decision-making or clear succession planning (even into CFO or Board roles), the best candidates want to be part of something they can eventually shape not just steer.

Action for hiring leaders: Be explicit about growth pathways. Define the strategic impact the role can have within 12–24 months. Don't assume seniority means they're no longer career-focused.

3. Position your business as a beacon of stability

We don’t need to tell you how volatile the current economic landscape is. What you may not realise is just how much this is influencing candidate decisions, especially at the senior level.

Stability doesn’t mean "standing still." It means being resilient, well-capitalised and led with purpose. Employers who communicate this clearly are seeing greater success in attracting finance hires who are increasingly risk-aware.

Action for hiring leaders: Use the interview process to share tangible evidence of financial resilience, strategic continuity, and leadership vision. These matter more than ever.

4. Lead with purpose, not just process

Today's finance candidates want more than commercial targets, they want to align with businesses that are values-led, purpose-driven, and contributing meaningfully to something bigger than the bottom line.

Whether your organisation is innovating in sustainability, transforming industries or investing in your people, candidates want to know.

Action for hiring leaders: Ensure your mission and impact are visible in your employer brand and your hiring conversations.

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Summary: From “Where” to “Why”

The conversation around finance recruitment is evolving. Remote work and flexibility are still important, but they are not the sole decision drivers for candidates.

If you can present a package that includes:

• Competitive compensation and learning,

• A clear and ambitious career path,

• Business stability and resilience,

• A values-driven mission,

...you’ll give candidates four compelling reasons to say yes—even if they’re expected to be in the office more than they’d like.

And in today’s market, those four reasons outweigh an extra WFH day—every time.

Need help securing finance talent in a competitive landscape?

Whether you’re planning ahead or recruiting right now, Talentedge Recruitment work closely with finance leaders to build compelling hiring strategies and connect them with the best in the market – get in touch with Lucy Davison at lucy.davison@talentedge.co.uk

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