Your Perfect Finance Director Exists… But They’re Choosing Someone Else
You’re on the hunt for a top-tier Finance Director—someone with commercial acumen, strategic vision, and the ability to keep your business financially rock solid.
But instead of attracting the best candidates, you’re getting:
❌ People who look great on paper but flop in interviews.
❌ Candidates who disappear after one round.
❌ Your dream hire signing with a competitor instead.
So what’s going wrong? Why are the Finance Directors you actually want running for the hills?
Spoiler: It’s probably something you’re doing. But don’t worry—we’re about to fix it.
1. Your Job Description is a Snoozefest
Here’s the harsh truth: Most Finance Director job ads are painfully dull.
They read like a corporate compliance document, full of buzzwords, endless requirements, and zero personality.
Example of a bad job ad:
“We are seeking a highly motivated Finance Director to lead our financial operations in a fast-paced environment. The successful candidate will be a strategic thinker with a proven track record in stakeholder engagement and financial planning.”
Translation? Blah, blah, blah. Nothing here tells a Finance Director why they should actually care.
How to fix it:
- Cut the jargon. Say what you actually mean.
- Sell the challenge. Is this a growth role? A turnaround opportunity? A chance to shape strategy? Make it exciting.
- Example of a better job ad:
“We need a Finance Director who can turn numbers into business strategy and help us scale. You’ll be at the heart of decision-making, working directly with leadership to drive growth. If you love financial storytelling as much as spreadsheets, we should talk.”
Rule of thumb: If your job ad wouldn’t excite YOU, it won’t excite a Finance Director either.
2. Your Salary Doesn’t Match the Market
Finance Directors know their worth. If your offer is below market rate (or worse, “competitive”), you’ll struggle to attract anyone worth hiring.
Why this happens:
- You’re basing your offer on outdated benchmarks.
- You assume the candidate is purely money-motivated and ignore other key factors.
- You haven’t factored in flexible working, bonuses, or progression.
How to fix it:
- Check your salary range against the market. If you’re underpaying, you’re wasting your time. Use a salary benchmarking tool (cough like We Do Benchmark).
- Be transparent in the job ad. Don’t hide behind “DOE” (depends on experience)—state the actual range.
- Offer more than just cash. Flexibility, leadership exposure, and progression matter just as much as salary.
Rule of thumb: If your competitors are paying £10K more for the same role, guess where your candidate is going?
3. Your Hiring Process is an Endurance Test
If your recruitment process has more stages than a corporate restructure, you’re driving away top talent.
Common Finance Director hiring mistakes:
- Too many interview rounds. No one wants to do four separate meetings just to hear the same questions.
- Lack of clarity. If the candidate doesn’t know what’s happening next, they’ll lose patience.
- Unnecessary tests. Asking a senior finance leader to complete a three-hour Excel task is insulting.
How to fix it:
- Keep interviews to two rounds max. One for culture fit and role expectations, one for commercial discussion.
- Make decisions quickly. If you take weeks to decide, the best candidates will be gone.
- Give useful feedback. If you say “we went with someone else” without an actual reason, they won’t reapply in the future.
Rule of thumb: If your hiring process takes longer than an M&A deal, you’ve already lost them.
4. Your Employer Brand is… Unclear (or Worse, Damaged)
Finance Directors don’t just take a job—they join a leadership team. If your company has a weak employer brand, they’ll spot it before you even call them.
What they’re checking:
- Reviews—if they see bad leadership comments, they’ll think twice.
- LinkedIn connections—if every past FD lasted 12 months, it’s a red flag.
- Company reputation—finance people love due diligence, so they’ll dig deep.
How to fix it:
- Sort out reviews. Encourage happy employees to leave real, honest reviews.
- Be upfront about challenges. If the company has had tough times, own it—good FDs love a challenge.
- Showcase leadership. If your CEO or board aren’t visible, make sure candidates get direct access during the process.
Rule of thumb: If your company doesn’t seem like a great place to work, no Finance Director will want to lead it.
5. You’re Not Selling the Role Properly
Let’s be honest—hiring a Finance Director isn’t just about finding someone who can do the job. It’s about convincing them that your company is the right move for them.
If your hiring process feels one-sided, with you grilling candidates but offering little insight into why they should join, you’ll lose them fast.
How to fix it:
- Make them feel wanted. Have senior leaders personally reach out, even before the first interview.
- Talk about the impact they’ll have. How will they influence the business?
- Show them the path. Where can they go from here? If there’s a route to CFO, highlight it.
Rule of thumb: If the candidate leaves the interview with more questions than answers, you haven’t sold the role properly.
Final Thought: If You’re Struggling to Hire a Finance Director, It’s Not Them—It’s You
If great candidates keep rejecting your offer, dropping out of the process, or vanishing altogether, it’s time to look at your hiring strategy.
✅Make your job ad compelling
✅ Pay the market rate
✅ Speed up your hiring process
✅ Fix your employer brand
✅ Sell the opportunity, not just the job
Still struggling? We Do Group helps ambitious businesses secure the Finance Directors they actually want. If your dream candidate keeps slipping away, let’s chat—before they join your competitor.
