To survive in an industry, a business needs to make highly complex moves. All business strategies and moves need to be backed by the perfect financial planning. CFOs of companies are the financial leaders. They offer strategic guidance at every stage and provide valuable input for making the right market moves.
CFO hiring is crucial for every company that wants to make it big in the industry, but this process in itself requires careful deliberation and planning. Find out what is best for you – choosing CFO for hire services, hiring a virtual CFO, or recruiting an in-house CFO for part time or full time.
This step-by-step guide is written to help you make better CFO hiring or CFO recruitment decisions. We have taken insights and information provided by top CFO headhunters.
Before starting your CFO headhunting, the company must be aware of its own needs and wants. What kind of services do you want your CFO to provide? What areas would the CFO be focusing on? What issues will your CFO try to fix?
Therefore, the best preparation one can do is to define key roles and performance areas. Ideally, the CFO should be able to analyze the company’s growth opportunities. By knowing where the company can grow and what sectors it can inhabit, the CFO will have a better understanding of the company’s expectations.
Additionally, identifying cost-intensive areas where cost reduction strategies are needed would give the CFO something to do that fits their job profile perfectly. Other ways to increase profits need to be examined as well, like product mix strategies to diversify product lines or services. Lastly, the CFO will need to pitch the company to its investors, so creativity and adaptability are central to the task.
Consult with top CFO headhunters to help you frame the profile description that can pitch the job well to prospective candidates.
Being a CFO is an intensive job, and candidates will always look for perks and benefits that are worth such a job. It is at the top of the spectrum of financial leadership, and candidates tend to have expectations on par with the job. CFO recruitment can only be successful if these expectations are reasonably and appropriately met. CFO headhunters will need to assure candidates that the company is aware of such needs and expectations.
Candidates are attracted to companies that provide great upward mobility, as well as competitive packages and attractive monetary benefits. Depending on the company, the candidates can also be assured of unique perks and titles that make them stand out and which might generally be unavailable or uncommon in other companies.
Incentives need to be equally attractive and competitive, on par with other competitors. Good incentives also lead to more productivity and will directly influence the financial performance of the company.
Going public can be a big step for most companies, but it is exhausting, time-consuming, and filled with expectations that need to be met and challenges that need to be overcome. A CFO must be able to deftly navigate this complex space with skills and expertise derived from experience. Securing funding is the first step here, but the CFO should not only simply secure funding but secure it from the right investor. An investor with different needs, expectations, and goals in mind can become volatile for the company.
Additionally, the CFO must also maintain investor relations. They must also be diligent in supplying data to investors on time and be transparent, consistent, and responsive to them.
Today’s investors tend to invest in companies that can rapidly adapt to any changes in the market and utilize new and emerging technology efficiently, and so the CFO must present the company as being capable of that, as adaptability helps in securing repeat investments in the later stages.
Publicly traded companies have to face strict financial reporting within deadlines, and so SEC (Securities and Exchange Commission) filings on time become extremely important for companies. Simple transactions are easier to report, but complex ones require technical and financial expertise from the CFO. Any mistakes here can lead to unnecessary hassles.
CFOs need to be up on their feet, creative, and calculative in their approach to financial management. These skills are non-negotiable; a CFO cannot do without some experimentation, risk, and quick decision-making. For example, CFOs assess deals, but their role is not simply getting a deal done but also knowing if it should be done in the first place. Getting into bad deals can take a massive toll on the company, so CFO recruiters need to look for CFOs with sharp-sighted intuition who can look far ahead and focus on the larger implications of their decisions.
Forecasting is another important trait. It simply doesn’t need to be accurate but should also be inclusive and flexible, keeping all critical decisions in mind: sales, production, distribution strategies, and so on. With forecasting comes risk analysis, and CFOs should be confident enough when making decisions, weighing in on the risks of each bargain and deal.
This one is a no-brainer: CFOs need to be good at making transactions and closing deals. A good deal should have the best interests of the company in mind. It should be thoroughly assessed, risks should be calculated, and possible alternative strategies should be devised.
With the market being uncertain, CFO recruiters should look for individuals capable of understanding the ever-shifting market landscape and be capable of mitigating the adverse effects of such risks. The competence of a CFO can be easily determined by testing how capable they are of navigating such circumstances. Strategically planning finances and securing the finances of the company through risk aversion can be a game-changer for any growing company.
Such skills require the CFO to have an excellent sense of budgeting, as it can provide a reasonable structure to the expenses and expenditures of the company. Budgeting can also help the CFO make proper forecasts, which would be needed to be presented to both current and potential investors.
The most obvious skill of them all is having both product and market knowledge. Sales, production, distribution, demand, and supply can only be determined by experienced, intuitive CFOs who have the knack for looking at details and patterns in the market.
It’s clear that a CFO handles crucial tasks for a company and becomes a major asset to drive the company towards profitability, and so they should have an excellent skill set to complement such a position. Whether you are choosing a consultancy CFO for hire services or hiring an in-house, CFO, here is a checklist of skills and experience to draw reference from.
Obviously, a CFO can work in multiple segments and sectors and handle the finances of companies that provide services or produce goods and so on. Considering how vast business sectors can be, it is highly recommended that CFO recruiters look for candidates with not just experience working for a company but experience in the right sector as well. An IT firm will have different financial needs than a beverage company, so CFOs need to be chosen after careful deliberation about the sector concerned.
In this highly interconnected world, networking can make a high difference in helping with deals, establishing contacts, and gaining advice. A CFO can accelerate their own learning about unfamiliar challenges from other CFOs, as well as ask for help with recruiting fresh talent into the company if needed.
Similar to how we talked about investor relations earlier, a CFO should be able to understand the needs of the investors and deliver on them in order to establish trust and encourage repeat investments. Investors like investing in companies that can understand and navigate the market efficiently, so the more efficient the CFO is at finding solutions, the better will be the chances of investment.
It is a good culture firm that keeps the company together. Every corporate space is different, and not every employee is going to fit within the diverse corporate workspaces that companies provide today. Additionally, a CFO is essentially the strategic advisor of the CEO, and so they must gel well together in order for operations to run smoothly. Disagreements with stakeholders and the CEO can result in delays regarding decisions and poor policy-making and drive them away from work satisfaction, thereby reducing their productivity. Any CFO recruitment process should keep in mind to choose candidates that are capable of adjusting to the workspace.
This guide makes it obvious that a CFO is not only a financial advisor but rather an important member of the team who decides on pivotal details about the company’s internal workings, especially in relation to financial management. This makes CFO recruitment an important process that should be done with careful deliberation, planning, and assessment. Recruiters should be careful about choosing not just a CFO but a CFO who fits the needs and culture of the company perfectly, along with having industry knowledge, experience, and insight regarding forecasting and risk management, and mitigation.
Alliance Recruitment Agency is a leading global recruitment, staffing, and executive search company, with an experience of over a decade in C-level recruiting. We are deeply committed to understanding the business model of our clients, and our C-level headhunter staff uses simple yet effective procedures to make sure candidates perfectly fit the requirements of the company.
We provide C-level staffing for both short-term projects and long-term or permanent staff. Our team of industry experts works around the clock to bring the best talent from across the globe through our expansive global networks. Connect with us if you’re looking for a C-level recruitment agency with both expertise and experience in your industry.