The finance and accounting hiring market is moving fast. Roles are evolving, expectations are higher, and top candidates have more options than ever. As an introduction to our new finance leadership series, we sat down with Ed Blum to discuss what CFOs, finance leaders, and hiring teams are actually seeing, and what it means for companies searching for top talent.

Q: Ed, what’s driving the changes in finance and accounting hiring right now?

Ed: The market is evolving quickly. Companies aren’t just filling seats anymore; they’re redefining roles. Finance professionals are expected to understand the business, not just the numbers. Strategic finance, financial planning & analysis (FP&A), and business-partner roles are hot right now because employers need people who can not only interpret the data but also turn it into insights that help the business make smarter decisions. This is particularly important as private equity investments become more common. 

Q: Are CFO roles expanding or shifting in scope, particularly given changes in technology, regulation, and strategic expectations?

Ed: Absolutely. The CFO role has evolved well beyond traditional finance. Many companies are now specifically seeking CFOs with experience overseeing HR, IT, and, in some cases, operations, reflecting how central the role has become to overall business leadership. At the same time, rapid advances in technology, especially AI, are reshaping expectations. Today’s CFOs are focused on how to leverage these tools strategically while keeping pace with regulatory demands and managing increasing organizational complexity.

Q: What skills or backgrounds are becoming must-haves for today’s CFOs?

Ed: Technical skills still matter, but the differentiators are strategic thinking, clear communication, and change leadership. The best CFOs can move seamlessly from a board-level strategic discussion to coaching their teams on execution. Direct industry experience is more important than ever, along with strong technical credentials such as a CPA or advanced degree. Just as critical, though, is leadership and cultural alignment. Today’s CFOs are expected to be strong people leaders and strategic partners and in many organizations, they’re viewed as potential successors to the CEO.

Q: What are the biggest hiring trends you’re seeing in the finance and accounting market right now?

Ed: We’re seeing continued demand for top talent, but flexibility has become a major differentiator. Companies that require employees to be on-site five days a week are working with a much smaller candidate pool than they were just a few years ago, while hybrid roles remain far more competitive. We’ve worked on several searches recently where a full-time, in-office requirement significantly narrowed the field. This is even more of a challenge with companies that are not near a heavily populated area. That gap between employer expectations and candidate preferences has become one of the biggest pain points in today’s hiring market.

Q: Are CFOs staying longer in their roles?

Ed: It really depends. In fast-growing or changing businesses such as the technology industry, CFOs may move more quickly as company needs evolve or new opportunities arise. In established organizations, CFOs often stay longer and become long-term strategic partners. We’re also seeing more interest in interim and fractional CFO roles, especially for companies undergoing transitions, acquisitions, or rapid growth.

Q: What’s the big takeaway for companies and finance leaders?

Ed: From many recent conversations, I keep hearing that the market is changing fast. Roles are broader, expectations are higher, and top talent wants more than just a title. Companies that are clear about what they need, honest about where they’re going, and thoughtful in how they engage candidates are seeing the best results. For finance leaders, the opportunities are there if you bring curiosity, flexibility, and a genuine interest in the business beyond the numbers.