Your Hiring Process is Turning Top Talent Away.

In a market where great finance professionals are harder to reach, the smallest misstep in your hiring process could be costing you the candidate you’ve been searching for.

It’s not just about salary anymore. The best candidates in 2025 are weighing every factor — from flexibility to culture — and they’re walking away from opportunities that don’t stack up.

So if your roles aren’t landing, or your offers are being declined, it’s worth asking: are you hiring in a way that today’s top talent actually wants?

Let’s take a closer look at what’s going wrong — and more importantly, how to fix it.

Rigid Return-to-Office Mandates Are Costing You

It’s one of the fastest ways to shrink your talent pool: insisting on full-time office presence with no room for flexibility.

The reality? The market has moved on. Senior finance talent in particular is clear about what they want: autonomy, balance, and the trust to work where they do their best work. Not everyone wants to be fully remote — but few want to be forced back in five days a week.

Hiring managers who understand this are attracting candidates from a broader range of locations, with more diverse experience, and with higher levels of engagement. Those who don’t are losing out — often without even knowing it.

How to fix it:

Offer hybrid as a default, not an exception.
Make flexibility part of the conversation early.
Don’t treat working from home as a benefit — it’s a standard.

Lengthy, Disconnected Processes Are Breaking Momentum

Still running five-stage interviews? Still adding extra stakeholders at the last minute?

Long, disjointed processes are a common reason top talent drops out — especially when they’re also interviewing elsewhere at the same time. The best candidates often have multiple offers on the table. If you take too long, or create barriers that feel unnecessary, they’ll choose a company that doesn’t.

It’s not about rushing. It’s about being structured, respectful of time, and joined-up as a business.

How to fix it:

Set clear timelines for hiring — and stick to them.
Align decision-makers before you start interviewing.
Respect the candidate’s time. Keep them informed and engaged.

CV Algorithms Are Filtering Out the Good Ones

A brilliant finance leader who hasn’t updated their CV in five years. A commercial analyst who doesn’t keyword-optimise for applicant tracking systems. A candidate with a slightly left-field background — but exactly the right attitude and skills.

They all get filtered out if you’re relying solely on algorithms, internal systems or overly rigid checklists.

Top candidates don’t always look “perfect” on paper. But when they’re given a proper look, they often exceed expectations.

How to fix it:

Don’t rely on software to do all the filtering.
Review CVs holistically — or work with someone who will.
Value the person, not just the formatting.

Candidates Are Prioritising Culture — and Picking Up on Red Flags

You can’t fake it. And the market can tell when you try.

A generic line about “dynamic culture” won’t cut it anymore. Candidates want to know what it’s really like to work with you — not just in the best moments, but in the messy ones too.

If they sense a disconnect between what you say and how you act — whether it’s in tone, feedback speed, or interview consistency — they’ll move on.

How to fix it:

Be honest about your culture, your challenges and your leadership style.
Share real examples of how your team collaborates or grows.
Treat every interaction as a window into your business — because that’s exactly what it is.

Salary Still Matters — But So Does the Whole Package

Yes, money matters. But the best candidates are also weighing up progression, impact, environment and balance.

That doesn’t mean you have to offer the biggest salary in the market. But it does mean being crystal clear about what the role offers — and why it’s worth their time.

Sometimes, candidates will trade a cut on salary for more flexibility or better leadership. But if your offer lacks clarity or feels like a compromise, they’ll walk.

How to fix it:

Understand the candidate’s motivators early on.
Offer a clear, competitive package — not just in pay, but in purpose.
Be ready to answer: “Why here, and why now?”

Internal Communication Gaps Are Causing Drop-Off

This one’s internal — but it matters more than you think.

We see it all the time: a candidate is progressing well, but communication between departments breaks down. Hiring managers aren’t looped in, interviewers aren’t aligned, and candidates are left hanging.

Not only does this cause drop-outs — it reflects poorly on your brand.

How to fix it:

Align internally before launching a process.
Appoint a clear owner for the role and communication.
Keep candidates informed, even when there’s no update.

So What Does Top Talent Actually Want in 2025?

We’re seeing the same themes again and again from high-performing finance professionals:

Flexibility and trust
Clear, aligned hiring processes
Respectful communication
Meaningful work and a sense of purpose
Inclusive, honest cultures
Career development and long-term vision

These aren’t perks. They’re expectations.

And the employers who understand that? They’re the ones making the hires that stick.

Final Thought: Hiring Better Doesn’t Mean Hiring Slower

There’s a misconception that better processes mean slower ones. That’s not true.

Better hiring is about clarity. About honesty. About removing friction. And about creating an experience that reflects the type of business you’re running — or want to be.

If your current approach isn’t landing the kind of talent you need, it’s not the talent that needs to change.

Need help tightening your process?

We Do Group work with hiring managers across finance, helping them attract and secure high-performing candidates — without the drop-off, delays, or misfires.

Let’s fix the gaps and make your hiring work better.