Spoiler: 10 Years on a CV Doesn’t Guarantee They’re Any Good
Hiring managers love experience.
- “We need at least 10 years in a similar role.”
- “Must have Big 4 background.”
- “Looking for someone who’s done this exact job before.”
But here’s the problem:
- Experience doesn’t always equal ability. (Some people have 10 years of experience doing things badly.)
- You’re limiting your talent pool. (You’ll miss out on high-potential candidates who could thrive with the right opportunity.)
- Your competitors are snapping up the best people before you even look at them.
If you’re only hiring based on years served rather than actual skills, mindset, and potential, you’re doing it wrong.
So, let’s break down what really matters when hiring finance professionals—and how to find the best people before your competitors do.
1. Problem-Solving Ability Beats Time on the Job
A finance leader isn’t just someone who can crunch numbers—they need to spot issues and solve them.
The best candidates:
- Think critically, not just follow instructions.
- Look beyond the data to find business insights.
- Find solutions instead of flagging problems.
The “experienced” candidate who won’t add value:
- “We’ve always done it this way.”
- “I follow the process and escalate issues.”
- “That’s not my job to figure out.”
What to do instead:
- Test real-world thinking. Ask, “If cash flow suddenly dropped by 20%, what would you do first?”
- Look for action-takers. If they’re already suggesting ways to improve your business in the interview, that’s a good sign.
- Challenge them with a scenario. “What’s the biggest financial mistake you’ve seen in a company, and how would you have fixed it?”
Rule of thumb: If they can only describe past experience but can’t apply it to a real problem, they’re not the right hire.
2. Adaptability Is More Valuable Than a Perfect CV
Finance professionals need to deal with:
- Market shifts
- New regulations
- Rapidly changing technology
If someone has 15 years of experience but struggles with change, they’re not a future finance leader.
The best candidates:
- Embrace new ways of working.
- Are proactive about learning.
- Stay curious instead of sticking to what they know.
The “experienced” candidate who won’t keep up:
- “I prefer Excel over new finance systems.”
- “We’ve never used data analytics in our reporting.”
- “I’m not sure AI is relevant for finance yet.”
What to do instead:
- Look for signs of learning. Have they taken new courses? Explored new finance tech?
- Test adaptability. “Tell me about a time when you had to quickly adjust to a major business change.”
- See if they ask smart questions. If they’re curious about your systems and ways of working, that’s a green flag.
Rule of thumb: If they haven’t evolved in the last five years, they won’t keep up for the next five.
3. Commercial Awareness > Just Being ‘Good with Numbers’
The biggest mistake businesses make? Hiring finance professionals who are great at reporting but have zero commercial thinking.
Finance isn’t just about tracking costs—it’s about driving the business forward.
The best candidates:
- Connect finance with business strategy.
- Think like a commercial partner, not just an accountant.
- Help leaders make better decisions with data.
The “experienced” candidate who won’t add commercial value:
- “I just focus on the numbers.”
- “The commercial team deals with that.”
- “I can’t influence decision-making—I just report the figures.”
What to do instead:
- Test their business thinking. “If you were our CFO today, what’s the first thing you’d look at?”
- See how they respond to risk. “If we were considering an international expansion, what financial factors would you flag?”
- Check for real engagement. Are they excited about finance as a business function, or just treating it like an admin job?
Rule of thumb: If they only see finance as a reporting function, they’re not a long-term hire.
4. Influence & Communication Skills Matter More Than Ever
Finance teams don’t just report numbers—they need to convince stakeholders to act on them.
If a candidate can’t explain financial data to a non-finance audience, they won’t be effective in your business.
The best candidates:
- Can explain complex financials in simple terms.
- Adapt their communication style depending on the audience.
- Can influence decisions with data-driven arguments.
The “experienced” candidate who won’t make an impact:
- Uses too much jargon in conversations.
- Gets frustrated when non-finance teams don’t ‘get it.’
- Struggles to get buy-in from senior stakeholders.
The Solution:
- Test communication skills. “Explain cash flow forecasting to a non-finance audience in 60 seconds.”
- See how they challenge decisions. “If leadership made a bad financial decision, how would you handle it?”
- Ask them to simplify a complex topic. “How would you explain EBITDA to someone in HR?”
Rule of thumb: If they can’t make finance make sense to non-finance people, they won’t drive real change.
5. Potential is More Important Than a Perfect Track Record
Here’s the truth: The best future finance leaders aren’t always the ones with the most experience.
Some of the best hires:
- Haven’t done the exact role before—but have the ability to step up.
- Might lack certain technical skills—but can learn them fast.
- Are hungry to grow—while “experienced” candidates might be coasting.
The “experienced” candidate who won’t go far:
- Happy staying in their comfort zone.
- Not looking to grow or challenge themselves.
- Just wants a steady paycheck, not a career move.
What to do instead:
- Hire for potential. Can they step up in 6-12 months, even if they’re not perfect today?
- Give them a challenge. “If we doubled in size next year, how would finance need to adapt?”
- Look at drive & ambition. Do they want to grow, or just do the same job somewhere else?
Rule of thumb: A smart, ambitious hire with 80% of the skills will outperform an uninspired hire with 10 years of experience.
Final Thought: Stop Chasing Experience—Start Hiring Smarter
If you’re only looking for candidates who’ve “done this exact role before”, you’re missing out.
Smart businesses are:
✅ Hiring for problem-solving ability, not just years in the job.
✅ Prioritising adaptability over rigid experience.
✅ Finding commercial thinkers, not just finance processors.
✅ Focusing on communication skills & influence.
✅ Spotting high-potential hires before their competitors do.
Want to make sure you’re hiring the right finance talent?
We Do Benchmark helps you set competitive salaries.
We Do Group finds top-tier finance professionals who actually make an impact.
