CFO Hiring Strategies: How to Compete for High-Demand Finance and FP&A Talent in 2026

Every company wants the best people, whether they can afford them is another matter.

This tension is increasingly visible in finance teams, where competition for skilled talent is so intense that bidding wars now start before candidates have even accepted an offer.

A Robert Half survey, found that 54% of CFOs said they had offered a candidate more money than their previous employer, with average increases around 10%. According to the report, candidates with in-demand skills often receive multiple offers at once, forcing employers to “put their best bid on the table, and do so quickly.”

But compensation is only part of the solution.

As finance teams transition into analytics-driven, technology-enabled business partners, CFOs need a more intentional strategy for both recruiting and retaining the talent that will differentiate the organization.

Below are strategic considerations for CFOs looking to expand their teams in 2026.

10 Strategic Questions CFOs Should Ask When Building Modern Finance Teams

1. Is This a Finance Job, an IT Job—Or Both?

As reporting, forecasting, and analytics become more sophisticated, many finance roles now straddle data, systems, and strategy. Candidates want to know where they fit within the operating model and how cross-functional the role truly is.

Clearly defining whether a role leans traditional finance, data analytics, systems ownership, or a hybrid will help attract the right candidates—and avoid overpaying for mismatched expectations.

2. What Kind of Business Acumen Really Matters?

Data scientists or algorithm experts are valuable, but only if they understand the business context behind the numbers.

CFOs should evaluate not just technical aptitude but also:

• Industry understanding

• Curiosity about the market

• Ability to translate insights into actions for operators

The most expensive skill sets aren’t always the most impactful without industry-specific perspective.

3. How Can Technology and Existing Talent Close the Gap?

While the instinct may be to hire quickly to fill capability gaps, CFOs should take the long view.

Advances in cloud technology and automation have redefined what finance teams can accomplish. Many organizations already have strong performers ready to move into higher-value roles with the right development and tooling.

A blended strategy that includes technology + upskilling + selective hiring often delivers better long-term ROI than relying solely on high-cost external recruits.

4. Does the Price Tag Align with Your KPIs?

Your workforce strategy should map directly to your performance objectives. That includes determining how much to invest in specific roles.

Ask:

• Which capabilities directly influence our KPIs?

• Which roles are critical to our operating model?

• Where does premium talent deliver measurable impact?

Compensation should reflect strategic value, not just market pressure.

5. Are You Structuring Roles to Attract Modern Talent?

Finance professionals, especially those with analytics or systems skills seek roles that offer:

• Clear career progression

• Exposure to strategic projects

• Modern tools, not legacy spreadsheet chaos

If job descriptions focus only on transactional responsibilities, top candidates will self-select out.

6. Are You Leveraging AI & Automation to Reduce Hiring Pressure?

Automation and AI continue to reshape finance. Before hiring expensive specialists, CFOs should assess:

• Which manual workflows can be automated

• Which insights can be generated through FP&A platforms

• How technology can reduce dependency on hard-to-find skill sets

This also ensures the people you do hire are focused on analysis and decision support—not data wrangling.

7. Are Your Compensation and Total Rewards Competitive in the New Market?

Salary is only one lever. Candidates increasingly evaluate:

• Hybrid and flexible work

• Learning and development opportunities

• Equity or long-term incentive structures

• Wellness and work-life balance benefits

Companies that modernize their total rewards strategy attract stronger talent without relying solely on salary escalation.

8. How Strong Is Your Internal Talent Pipeline?

Many CFOs underestimate the growth potential of their current team.

Consider:

• Formal upskilling programs

• Rotation programs across finance, operations, and analytics

• Leadership development for high performers

Internal pipelines often deliver better engagement and retention—and lower cost—than constant external hiring.

9. Are You Creating a Culture That High-Performers Want to Join?

Top finance talent today is drawn to teams that:

• Operate as strategic partners, not back-office processors

• Embrace continuous improvement

• Reward innovation

• Encourage cross-functional collaboration

Culture has become just as important as compensation.

10. Are You Measuring the ROI of Your Hiring Decisions?

CFOs can bring rigor to hiring by treating talent investment like any other capital allocation decision.

That includes assessing:

• Time-to-productivity

• Contribution to key KPIs

• Impact on forecasting accuracy, agility, or insight

• Retention and mobility outcomes

Data-driven talent decisions lead to higher-performing finance organizations.

The Intangibles Still Matter Most

No matter what the market looks like, the fundamentals still apply: attitude, culture fit, collaboration, and adaptability remain priceless.

Technical skills can be taught. Mindset and team orientation cannot.