You’ve Been Left on Read… Again.
You found the perfect CFO candidate. They tick all the boxes—strategic mindset, commercial acumen, leadership skills sharper than a fresh Excel formula. You lined up a great offer, expecting a quick acceptance.
And then? Radio silence.
No reply to your follow-up email. No response to your LinkedIn message. You’ve been ghosted harder than a bad Tinder date.
So what went wrong? Why are top CFOs dodging your offer like it’s an HMRC audit? More importantly, how can you actually secure the finance leader your business needs?
Let’s break it down.
Why CFOs Are Ghosting You (And What to Do About It)
1. You Took Too Long (And Someone Else Moved Faster)
The best CFOs are not sitting around waiting for your company to decide. They’re busy running the numbers for someone else—or worse, your competitor.
If your hiring process is dragging on for weeks with endless interviews, slow decision-making, and delayed feedback, don’t be surprised when your dream candidate vanishes into the abyss.
Fix it:
- Streamline your process. Aim for two interview stages max—busy CFOs don’t have time for five rounds of “getting to know you.”
- Give quick feedback. If they’ve taken the time to meet you, don’t leave them waiting for weeks to hear back.
- Move fast on offers. If you want them, lock them in before someone else does.
Rule of thumb: If your hiring process takes longer than an annual audit, it’s too long.
2. Your Offer Didn’t Wow Them
CFOs know their worth. They’re not going to jump ship for a sideways move or a slightly better salary—especially when their skills are in demand.
If your offer is stingy, vague, or lacks progression, they’ll take one look and disappear faster than unclaimed expenses.
Fix it:
- Get your salary right. CFOs are strategic negotiators—lowballing them is a waste of everyone’s time. Check market rates (or, you know, use our We Do Benchmark tool 😉).
- Sell the vision, not just the numbers. High-calibre CFOs don’t just want more money; they want a real challenge, ownership, and a chance to make an impact. If you’re offering a stagnant role, don’t expect them to bite.
- Be transparent about bonuses, equity, and perks. CFOs love numbers—so make the package clear.
Rule of thumb: If your offer sounds like “competitive salary and great benefits” with no details, expect it to be ignored.
3. Your Company’s Reputation Isn’t Helping
Let’s be blunt: CFOs do their homework.
Before accepting your offer, they’re:
- Googling your company
- Reading reviews
- Checking LinkedIn for past employees and red flags
If they smell trouble—bad leadership, financial instability, or a culture that screams “turnover central”—they’ll ghost you before you even realise what happened.
Fix it:
- Be upfront about challenges. A CFO’s job is to solve problems—but only if they know what they’re walking into. If you’re in turnaround mode, own it and show them how they can help.
- Invest in your employer brand. If your reviews are a horror show, address the issues and improve your culture before hiring senior talent.
- Have leadership buy-in. If your hiring process feels disjointed and the CEO isn’t engaged, CFOs will spot the cracks and walk away.
Rule of thumb: If your company’s reputation is shaky, no CFO wants to be the one holding the bag when things go south.
4. You Didn’t Treat Them Like a Strategic Hire
Here’s the thing—CFOs aren’t just another hire. They’re a key business leader, someone who will shape strategy, manage risk, and drive growth.
If your hiring process feels transactional—just another slot to fill in HR’s to-do list—they’ll lose interest quickly.
Fix it:
- Make them feel wanted. Have the CEO personally involved in the hiring process—CFOs want to work with leaders who value them.
- Talk big-picture. This isn’t just a job—it’s a strategic partnership. Let them see the business vision and where they fit in.
- Give them the inside track. Share the real financials, growth plans, and company ambitions—treat them like a future leader, not just another number on a spreadsheet.
Rule of thumb: If your CFO hire feels like just another recruitment process, you’re not treating the role with the importance it deserves.
Final Thought: If You Want a CFO, Act Like a Business They’d Want to Work For
Ghosting isn’t just a candidate problem—it’s a sign your hiring process isn’t working.
- Move fast
- Make a compelling offer
- Sell the vision
- Be transparent about challenges
- Treat them like the strategic leader they are
Do this, and you won’t just attract a great CFO—you’ll secure a business leader who can take your company to the next level.
Still struggling to find the right finance leader? We Do Group has a proven track record of placing top-tier CFOs with ambitious businesses. Let’s talk—before your dream candidate ghosts you for good.
