The strongest F&A hires don't come from job boards.

🤝 The strongest F&A hires don't come from job boards. Here's what hiring managers already know.

Over the past several months, I've had conversations with hiring managers navigating a frustrating reality: HR policies designed for consistency are unintentionally limiting their ability to compete for top Finance and Accounting talent.

This isn't a criticism of HR. It's a structural problem.

HR teams support 20 to 30 role types across an organization. That breadth is appropriate and necessary. But it means they can't maintain deep technical expertise in every discipline, and in F&A, technical depth matters. It affects who gets screened in, who gets screened out, and how fast the process moves.

Here's what I've observed consistently since 2014, as a former CPA and finance professional turned recruiter:

The best F&A candidates are passive. They're not on job boards. They're not submitting applications. They're already employed, in high demand, and off the market within days when something right comes along. An HR-only pipeline that depends on inbound applicants simply doesn't reach them.

And when a process is slow or centralized, the cost is real: delayed closes, audit exposure, team burnout, and roles that stay open far longer than they should. That operational drag hits leadership directly.

Running a parallel search with a specialized F&A recruiter doesn't replace HR. It supplements the process, preserves HR's role in compliance and coordination, and adds technical depth to candidate evaluation. There's no fee unless someone is hired, which means zero financial risk for additional sourcing capacity.

The hiring managers who compete well for top F&A talent aren't doing anything complicated. They're just not limiting themselves to one channel.
If you're building that case internally, or if you're ready to run a search, let's talk.

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