Because Nobody Wants to Be Stuck in a Never-Ending Hiring Cycle
You found a great finance hire.
- They had the perfect CV.
- They aced the interviews.
- You celebrated a successful hire.
Fast forward 12 months… and they’ve handed in their notice.
- You’re back to square one, hunting for a replacement.
- The team is frustrated because they have to pick up the slack.
- You’re wondering why finance roles always seem to have a revolving door.
Here’s the secret to hiring finance professionals who actually stay (and thrive) long-term.
1. Stop Hiring People Who Just Want a Pay Rise
If salary is their only motivation, they’ll leave as soon as someone offers more.
Warning signs:
- They focus too much on salary and bonuses during interviews.
- They’ve jumped jobs every time they’ve had a pay bump.
- They don’t ask about career growth—just about the paycheck.
What strong candidates do instead:
- Ask about long-term progression, not just starting salary.
- Want to make an impact in the company, not just collect a paycheck.
- See the role as a step in their career, not just a stopgap.
How to test for this in an interview:
- Ask, “Where do you see yourself in three years?” If the answer is “in a higher-paying role somewhere else,” red flag.
- Look at their career history—have they moved just for money before?
- See if they ask about learning, development, and career progression.
📢 Rule of thumb: If money is their only reason for moving, they’ll leave for more money elsewhere.
2. Make Sure You’re Hiring for Culture Fit, Not Just Skillset
A finance professional can have the best technical skills in the world, but if they don’t fit your culture, they won’t last.
If they don’t feel like they belong, they’ll be out the door within a year.
What goes wrong?
- They’re technically strong but struggle with the team dynamic.
- They don’t align with how your business operates (start-up vs. corporate, fast-paced vs. structured).
- They clash with leadership styles or company values.
What works better:
- Hire people who match your company’s way of working.
- Prioritise communication and collaboration skills, not just technical ability.
- Make sure they buy into your company’s mission and culture.
How to test for this in an interview:
- Get them to meet multiple team members—see how they interact.
- Ask about their preferred work environment—does it match yours?
- Look at how they respond to real-world challenges—do they fit your approach?
📢 Rule of thumb: If they don’t fit the culture, they won’t last—no matter how good they are.
3. Offer Career Progression (Before They Start Looking for It Elsewhere)
If there’s no room to grow, your best finance hires will find somewhere else to do it.
What makes finance professionals leave?
- No clear career path beyond their current role.
- External hires getting promoted over internal talent.
- A feeling of being ‘stuck’ with no development opportunities.
What makes them stay?
- A roadmap for progression—what’s next for them in 12-24 months?
- Leadership exposure and strategic involvement, not just routine tasks.
- Regular career conversations, not just an annual review.
How to fix it:
- Show them a path to leadership—make internal promotions a priority.
- Give them new challenges and responsibilities as they develop.
- Invest in training, mentorship, and development programmes.
📢 Rule of thumb: If they don’t see a future with you, they’ll start looking for one somewhere else.
4. Give Them Interesting Work (Not Just Reporting & Compliance)
If their role is just crunching numbers and filing reports, they’ll get bored—and leave.
Finance professionals want to add value, not just maintain spreadsheets.
What makes them disengage?
- Too much manual, repetitive work.
- No involvement in business decisions.
- A role that feels like ‘just another finance job’ with no challenge.
What makes them stay?
- A seat at the table—finance should be part of business strategy.
- Opportunities to solve real commercial problems, not just report on them.
- Exposure to leadership and decision-making.
How to fix it:
- Automate low-value tasks so they can focus on high-impact work.
- Encourage them to challenge assumptions and provide insights.
- Give them a commercial role, not just an operational one.
📢 Rule of thumb: If their job feels like data entry, they’ll find something more exciting elsewhere.
5. Don’t Overpromise and Underdeliver
If your job ad and interview sell a dream that doesn’t match reality, they’ll leave as soon as they realise it.
What causes early exits?
- Telling them they’ll have ‘strategic influence’ but keeping them in the back office.
- Promising career growth but offering no actual progression.
- Selling ‘work-life balance’ and then expecting 60-hour weeks.
What works better:
- Be honest about the role—don’t sugarcoat it.
- Deliver on what you promised in interviews.
- Make sure expectations are clear from day one.
How to fix it:
- Give a realistic picture of what the job will be like, including challenges.
- Be transparent about working culture, expectations, and opportunities.
- Check in regularly—are they getting what they were promised?
📢 Rule of thumb: If they feel misled, they won’t stay long.
Final Thought: A Long-Term Hire Starts with a Smart Hiring Process
Retention starts before they even sign the contract.
The best companies are:
- Hiring for motivation, culture fit, and long-term potential—not just skills.
- Offering career progression so top finance talent doesn’t feel stuck.
- Giving finance professionals work that challenges and excites them.
- Delivering on promises made during the hiring process.
Want to hire finance professionals who actually stay?
We Do Benchmark ensures your salaries are competitive—so you attract the right finance talent.
We Do Group finds and secures top-tier finance professionals—before your competitors do.
