How to Attract Top Finance Talent (Without Just Throwing More Money at Them)
Spoiler: Salary Matters, But It’s Not Everything
You need to hire top finance talent.
So, you increase the salary.
Then your competitor raises theirs.
Now you’re stuck in a bidding war you didn’t want to be in.
The problem?
If your only attraction strategy is “let’s pay more”, you’re missing the bigger picture.
Top finance professionals want more than just a fat pay check.
Here’s how to attract (and keep) the best finance talent—without just throwing money at the problem.
1. Sell the Opportunity, Not Just the Salary
Finance professionals aren’t just looking for a job—they’re looking for impact.
Bad hiring approach:
- “We’re offering a great salary.”
- “It’s a solid role with standard responsibilities.”
- “It’s finance—you know what to expect.”
What actually attracts top talent:
- A clear value proposition—why should they join your company?
- Exciting projects—are they driving change or just keeping the books tidy?
- A role with influence—do they get a seat at the table, or just produce reports?
How to fix it:
- Rewrite your job descriptions to focus on business impact.
- Make sure the role feels like a step forward—not just a sideways move.
- Tell a compelling story about your company’s growth and how finance plays a role.
Rule of thumb: If your job ad sounds like every other finance role, don’t expect top talent to get excited.
2. Build a Reputation as an Employer of Choice
Before applying, top candidates will Google you.
If they find nothing—or worse, bad Glassdoor reviews—you’ve already lost them.
What puts candidates off?
- No visible company culture online.
- A weak LinkedIn presence.
- Employee reviews that raise red flags.
How to fix it:
- Make your employer brand visible. Share finance team success stories, leadership insights, and company culture online.
- Encourage employees to post about their experiences on LinkedIn.
- Ensure Glassdoor and employee reviews reflect reality.
Rule of thumb: If candidates don’t see anything exciting about your company online, they won’t apply.
3. Offer Meaningful Career Progression
Finance professionals aren’t just thinking about their next job—they’re thinking about their next two or three.
What makes them look elsewhere?
- A job description with no mention of future growth.
- No path to leadership roles.
- Zero personal development support.
What makes them apply?
- A clear roadmap—what does success look like in 12-24 months?
- Opportunities for leadership development and exposure to senior stakeholders.
- Mentorship, training, and career acceleration.
How to fix it:
- Communicate career growth opportunities in your hiring process.
- Showcase success stories—who’s been promoted internally?
- Offer structured development plans, not vague “potential” for growth.
Rule of thumb: If candidates can’t see a future in your business, they won’t bother applying.
4. Give Them a Better Work-Life Balance
Money is great, but if they’re working 60-hour weeks, it’s not worth it.
Top finance professionals are now prioritising flexibility as much as salary.
What drives them away?
- Rigid office policies (finance doesn’t need to be in every day).
- An expectation to “always be on.”
- No flexibility for personal commitments.
What makes them choose you?
- Hybrid working as standard.
- Results-based performance, not just “being seen.”
- A culture that values efficiency over burnout.
How to fix it:
- Offer hybrid or remote options where possible.
- Make work-life balance part of your employer brand.
- Ensure senior leaders actually model flexibility—don’t just talk about it.
Rule of thumb: If your competitors offer flexibility and you don’t, you’ll lose talent.
5. Make the Hiring Process Quick and Engaging
If your hiring process is slow, top candidates won’t wait around.
Common hiring mistakes that lose top talent:
- Too many interview rounds.
- Taking too long to give feedback.
- Delaying salary discussions until the final stage.
How to fix it:
- Two interview stages max for most roles.
- Give feedback within 24-48 hours.
- Discuss salary expectations upfront—avoid surprises.
Rule of thumb: If you take longer than two weeks to hire, expect to lose great candidates.
6. Stop Hiring Based on Just Experience—Look for Potential
The best finance hires aren’t always the ones with the most years on their CV.
Biggest mistakes in hiring criteria:
- Demanding specific industry experience (you’re shrinking your talent pool).
- Focusing only on technical ability, not commercial mindset.
- Overlooking candidates who could grow into the role.
What works better?
- Look for problem-solvers, not just box-tickers.
- Assess commercial thinking, not just technical skills.
- Consider high-potential candidates who could step up.
How to fix it:
- Expand your hiring criteria beyond ‘must have done this exact job before.’
- Test candidates with real-world business scenarios.
- Prioritise mindset and adaptability over rigid experience requirements.
Rule of thumb: If you’re waiting for the ‘perfect’ CV, you’ll miss out on the best hires.
Final Thought: The Best Finance Talent Chooses More Than Just Salary
If you want to attract top finance professionals, you need more than just a good paycheck.
Smart businesses are:
✅ Selling the role as an opportunity, not just a list of tasks.
✅ Building a strong employer brand so candidates are excited to join.
✅ Providing real career progression, not just ‘potential.’
✅ Offering flexibility as standard, not an afterthought.
✅ Making hiring fast, engaging, and efficient.
Want to start attracting top finance talent—without just throwing money at them?
We Do Benchmark helps ensure your salaries are competitive—but that’s just one piece of the puzzle.
We Do Group finds and secures top-tier finance professionals—before your competitors do.
