Because Not Every ‘Perfect’ CV Leads to a Perfect Hire
You’ve been here before.
- The CV looks flawless.
- Their experience ticks every box.
- They aced the technical questions in the interview.
Then reality hits.
- They struggle with deadlines.
- They clash with the team.
- They’re great at theory but useless at actual problem-solving.
Now you’re back at square one—except this time, you’ve wasted salary, time, and credibility.
Here’s how to spot a finance candidate who looks great on paper but will be a nightmare to work with.
1. They Give ‘Textbook’ Answers But Can’t Apply Them to Real Situations
Some candidates can memorise financial theories—but that doesn’t mean they can handle a real business.
Warning signs:
- They can explain financial concepts perfectly—but struggle with real-world application.
- They answer technical questions well but freeze when given a practical scenario.
- They rely too much on what’s “technically correct” without considering business context.
What a strong candidate does instead:
- Uses examples of how they applied finance knowledge to solve real problems.
- Shows commercial awareness—understands that finance isn’t just about numbers, but impact.
- Adapts to changing situations rather than rigidly sticking to theory.
How to test for this in an interview:
- Give them a real-world business scenario and ask how they’d handle it.
- Ask, “Tell me about a time you had to adapt your approach in a finance role.”
- See if they think beyond the numbers—do they consider the bigger picture?
📢 Rule of thumb: If they sound like a finance textbook, they might struggle in real business situations.
2. They’re Overconfident but Can’t Take Feedback
A finance candidate who ‘knows everything’ is often the hardest to manage.
Some finance professionals are technically strong—but resistant to learning or improving.
Warning signs:
- They insist they’ve “never made a mistake” (huge red flag).
- They dismiss alternative viewpoints instead of engaging in discussion.
- They struggle with constructive criticism or push back defensively.
What a strong candidate does instead:
- Acknowledges past mistakes and what they learned from them.
- Shows self-awareness—recognises areas they want to improve.
- Is open to feedback and sees it as a chance to grow.
How to test for this in an interview:
- Ask, “Tell me about a time you got something wrong—what did you do next?”
- Give them constructive feedback on one of their answers and see how they respond.
- Watch for defensiveness—are they open to discussion or shutting down?
📢 Rule of thumb: If they think they’re already perfect, they won’t adapt or improve.
3. They’re Great in a One-on-One Interview But Struggle with Team Dynamics
A finance role isn’t just about individual performance—it’s about how well they work with others.
Warning signs:
- They only talk about their own achievements, not team successes.
- They struggle to explain how they collaborate with non-finance teams.
- They show signs of ego—acting as if finance is ‘above’ other departments.
What a strong candidate does instead:
- Gives examples of working successfully across teams (finance, sales, operations, etc.).
- Understands that finance is a business partner, not just a number-crunching function.
- Isn’t just technically strong—they bring people skills too.
How to test for this in an interview:
- Ask about a time they had to explain complex financial concepts to non-finance stakeholders.
- Watch how they communicate—are they clear, engaging, and collaborative?
- See if they acknowledge teamwork rather than just their own contributions.
📢 Rule of thumb: If they can’t work well with people, they’ll create more problems than they solve.
4. They Jump Ship Every 12-18 Months
If a candidate has never stayed anywhere long enough to see real results, that’s a red flag.
Some finance professionals hop from job to job without ever making a real impact.
Warning signs:
- Every role lasts less than two years with no clear reason for leaving.
- They give vague excuses like “looking for more challenges” (every time).
- They can’t explain what long-term impact they had in any role.
What a strong candidate does instead:
- Has a track record of seeing projects through to completion.
- Can explain career moves with solid reasons, not just ‘it felt time to move on.’
- Has stayed somewhere long enough to develop and deliver measurable results.
How to test for this in an interview:
- Ask, “What would have made you stay longer in your previous roles?”
- Dig deeper if they have multiple short stints—was it them, or the company?
- Look for patterns—are they always ‘moving for progression’ but never actually progressing?
📢 Rule of thumb: If they change jobs more often than they change phone contracts, be cautious.
5. They’re a ‘Jack of All Trades’ But Master of None
Versatility is great—but if they can’t go deep on any one area, that’s a red flag.
Warning signs:
- Their CV is packed with buzzwords but no real specialisation.
- They claim to be ‘expert’ in everything but struggle when asked in-depth questions.
- They avoid specifics—lots of “helped with” or “was involved in” instead of direct achievements.
What a strong candidate does instead:
- Has clear expertise in specific areas—FP&A, tax, financial strategy, etc.
- Can go into detail about projects they’ve led.
- Talks about measurable achievements, not just general responsibilities.
How to test for this in an interview:
- Ask for detailed examples of work they’ve done in their specialist area.
- Listen for vague answers—if they can’t explain it clearly, they probably didn’t do it.
- Give them a technical challenge and see how they handle it.
📢 Rule of thumb: If they claim to be an expert in everything, they’re probably an expert in nothing.
Final Thought: The Right Finance Hire is About More Than Just a Great CV
A perfect-looking CV doesn’t guarantee a perfect hire.
Smart businesses are:
✅ Testing real-world problem-solving, not just technical knowledge.
✅ Assessing soft skills and cultural fit, not just experience.
✅ Looking beyond the CV to see if a candidate is truly ready to add value.
Want to make sure you’re hiring finance professionals who actually perform?
We Do Benchmark ensures your salaries are competitive—so you attract the best candidates.
We Do Group finds and secures top-tier finance professionals—before your competitors do.
