As an enterprise grows, it needs a robust C-suite to guide its way. Having the same importance as the Chief Operating Officer (COO), a CFO is the top financial position in a firm. Filling a Chief Financial Officer (CFO) position is not only challenging but also lengthy. There’s intense competition for the top talent and finding the best candidate can be laborious and costly.
Employers needing a new CFO would work with an executive recruiting firm to help choose top-tier candidates. Companies should perform their due diligence when selecting a recruiting firm because not all of them are created the same.
This blog deciphers the factors that employers should consider when teaming up with a recruiting firm, what a CFO executive recruitment provider does and what to look for in a recruiting firm partnership.
What does a CFO executive recruiter do?
An executive recruiter is tasked with finding the most influential visionaries for the company. C-suite recruiting requires special skills, great contacts, and the competence to match candidates with a lengthy list of company requirements. Locating highly qualified CFO candidates calls for experience, skill, and grit. One can argue that the outstanding CFO recruiters are a combination of mathematician, salesperson, and human resources manager.
CFO executive recruiters must form close ties with employers, fathom their requirements for the role, and acknowledge their hiring timeline. Also, they should find and screen top applicants, connect the two parties, and take care of the negotiations.
It’s not so simple, especially with the hiring hurdles in the market today. A 2024 study by Jobvite concluded that 58% of recruiters find a lack of qualified candidates to be their greatest challenge.
Key qualities to look for in an executive recruiter
Has a broad executive network – Choose a CFO executive recruitment firm that’s been in the business for many years. A long experience in placing CFOs enables recruiters to build strong relationships with the types of executives you seek for your role. An executive recruiter should come with a large database of active contacts along with the candidates’ preferences for job positions, companies, and benefits.
Uses tools to speed up the CFO executive search – Manual processes waste time. Your CFO recruiter should have processes in place that automate these repetitive processes to cut down the time to fill a position. Using tools that increase efficiency helps recruiters invest more time searching qualified candidates than handling busy work.
Some automated tasks maybe background checks, applications, and onboarding. Before selecting an executive recruiter, determine how they leverage automation, to make their processes more productive and efficient.
Provides personalized recruiting services for your company – Your company won’t find high quality CFO if your executive search provider uses a one-size-fits-all approach to finding your candidates. Reputable companies customize their search systems to each firm’s needs and offer support during the journey to make any required adjustments.
This approach may include referrals, exploring their established candidate relationships, and harnessing technology.
Conclusion
Lastly, if an executive recruiter seems unwilling to answer your questions, you should look for another partner.
