Nicole B.

CFOs/Finance Leaders, I bet you're familiar with this culprit for a sudden job opening on your team: Your incumbent analyst jumps ship for a manager role. This happened to a finance manager who hired me recently. An analyst he hired only a year ago left to be a manager elsewhere. My first thought was, “Did anyone ask the incumbent about his career aspirations in the interview process?” “Did this person know there wasn't a quick path to Manager?” We can’t cry over spilled milk now, but there is something to be learned here. When I work with Finance Managers/Leaders, I get clear on the career path for a given role. When I work with candidates at any level, I always ask about their desired career path. Some people have aspirations to be a leader. Some don’t. For those that want to move up, some aren’t ready for it yet. Some are ready right now. If this isn’t a match between the role and candidate, you run the risk of hiring a short timer. Someone who is ready to leave at the first offer of a move up. This benefits no one and can lead to a revolving door in the role. How painful is it to have a hole on the team and then train someone new every 6 to 12 months? There is an opportunity cost to doing that, and typically the Finance Manager/Leader, his/her team, and company all suffer. This can also impact a Finance Manager/Leader’s ability to attract future talent. Because candidates WILL look up your team to see how long people stay in the role/at the company. How to prevent this from happening (again)? Work with a recruiter who consults you on a clear path for each role you’re hiring for. Work with a recruiter who communicates directly to the candidate and has the skills to confirm that it aligns with what your ideal hire is looking for. Becoming proactive in your recruiting is the best way to minimize having to be reactive down the line. I promise, if I’m involved, I will ALWAYS vett every candidate’s career motivation against the career path of the role. It’s one of the reasons 89.5% of candidates I’ve placed over the last 5 years are still with their companies. But for Finance Managers/Leaders going it alone, make sure to ask the hard questions about a candidate’s career aspirations. And as good a fit as they may seem in other ways, if it’s not a match, accept it. Then move on to the candidates who fit the career path of the opportunity…. These are the ones that will stick longer term.  

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Do you know exactly who you’re looking for?   Or are you nervously scanning a job description, hoping for the best? 😬   We’ve placed 100s of candidates in roles and we very rarely get it wrong.   That’s because we know the market.   Knowing the accounting, finance and technology sectors inside and out means:   - Watching the movers and shakers - Keeping on top of expected salaries - Tracking sentiment across the industry - Knowing where to find the talent you want   It’s our job to know.   It means that the candidates we bring our clients are right, for right now.   We don’t shoot in the dark. And neither should you!   Let us be your eyes and ears to find the best talent for your team - DM me for a chat!

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**ACCOUNTING AND FINANCE NETWORK** We've just released our 2024 Talent Trends report, “The Expectation Gap,” which explores the misaligned expectations between employers and employees regarding salary, flexibility, AI, and DE&I. Across 1,200 US workers, this is what those in accounting and finance had to say: * 35% are actively looking for a new role in the next six months; 53% said a higher salary is the top reason to accept a new job. * 34% of businesses found it more challenging to recruit talent in the last year, with 35% citing salary expectations as the biggest barrier. * Over half of accounting and finance participants said work-life balance is the most important factor to job satisfaction in 2024, with 53% willing to turn down a promotion to maintain well-being. COPY THIS LINK TO DOWNLOAD THE REPORT: https://lnkd.in/ekqQsKWX Here you can find out more about what these trends mean for your workforce and how Michael Page can help you hire and retain top talent. If you’d like to discuss your specific hiring needs or other accounting and finance trends we are seeing on the market feel free to give me a call at 212-672-6977 or email me at jstumpf@michaelpage.us.com to set up a meeting.

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CFO to CFO: Building a Flexible Finance Function in an Age of Disruption   “The automation of finance and accounting processes can also help organizations attract and retain the next generation of leaders by providing them with opportunities for more meaningful and efficient work.”   Our CFO Jennifer Ryu discussed how finance and accounting functions are keeping pace with digital disruption in Strategic Finance Magazine's latest CFO to CFO column. Read the full Q&A to find her insights on how leaders are building more flexible finance teams and how CFOs are influencing technology investments as their roles evolve.   https://lnkd.in/dq4WTG8f   #DigitalTransformation #FinanceTransformation #CFO

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Why Top Finance Talent is Harder to Find—And How to Win Them Over After years of recruiting in accounting and finance, one trend stands out: the best candidates are selective. They’re not just looking for a paycheck—they’re seeking growth, purpose, and leadership that values their contributions. Here’s what companies can do to attract top-tier professionals: 1️⃣ Offer Clear Growth Paths: Talented individuals want to know where their hard work will take them. Outline opportunities for advancement early in the hiring process. 2️⃣ Prioritize Work-Life Balance: High performers are drawn to companies that respect their time. Flexible schedules and hybrid work options are no longer “nice to haves”—they’re expectations. 3️⃣ Sell Your Vision: Candidates want to align with organizations that have a clear mission and values. Share how their role contributes to the bigger picture. 4️⃣ Move Quickly: The best candidates don’t stay on the market for long. Streamlined hiring processes can make all the difference in landing your top choice. 💡 Remember, recruiting is a two-way street. Just as candidates sell themselves to companies, companies need to sell themselves to candidates. What’s the most important thing you look for in a company? Let’s discuss in the comments! 👇 #TalentAcquisition #FinanceCareers #Recruiting #Leadership #Atlanta

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"⚡ *A close call*: One candidate I worked with was on the brink of leaving public accounting for a role in industry. After months of long hours, burnout, and questioning if it was all worth it, he felt like industry might offer a better work-life balance. But then, something clicked. Instead of jumping ship, he took a hard look at the skills he was developing—strategic problem solving, leadership experience, and the incredible client exposure. 🔑 He chose to stay, and within a year, he was promoted and started taking on high-impact projects that completely shifted his career trajectory. 💼 His takeaway? Sometimes the toughest moments lead to the most rewarding breakthroughs. If you’re at a crossroads, keep pushing through—you’re closer to the next big opportunity than you think! 🚀 #PublicAccounting #CareerGrowth #IndustryShift #SuccessStory"

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Why Finding the Right Financial Leader in Manufacturing Isn’t JUST About Skills: When it comes to hiring in finance, particularly in manufacturing, it’s not just about finding a candidate with the “right” experience. Here’s why the approach has to be different: 1. The Complexities in Manufacturing Finance Manufacturing comes with unique challenges—tight cost controls, regulatory compliance, lean operations, and complex budgeting cycles. Success here isn’t about simply ‘ticking boxes’ on a job description; it’s about securing a candidate who truly understands the nuances of a high-stakes manufacturing environment. 2. What Gets Missed in Traditional Recruitment Most recruiters can send over a stack of resumes, but many overlook what really matters: understanding the role's direct impact on production, strategic budgeting, and your team’s day-to-day challenges. Without that insight, how can recruiters confidently speak to what makes someone a “good fit”? 3. Where We Bring a Difference Our approach at Upside goes beyond “filling a seat.” We work with executives to develop a search that aligns with both operational goals and culture. From there, we recruit candidates who don’t just fit the role on paper, but can drive impact from day one based on the challenges and obstacles they're facing. 4. The Takeaway for Finance Leaders in Manufacturing A skilled recruiter isn’t just a resume provider—they’re a partner who understands the stakes of your hiring decisions and the consequences of an unfilled role. When you need the RIGHT candidate, you also need the RIGHT recruitment approach. And that’s how you build resilient, high-performing teams that move the business forward. #ManufacturingFinance #LeadershipHiring #FinanceRecruitment #ManufacturingIndustry #TalentAcquisition #UpsideSearch #Hiring

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Tax-deferred means you can delay paying taxes on the money you earn or grow in certain accounts until a later date… usually when you withdraw it. For example, in a 401(k) or IRA, your money grows without being taxed each year. You only pay taxes when you take it out, often in retirement… It’s like planting seeds now and waiting until harvest time to pay. This gives your money more time to grow without interruptions from taxes!

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The Secret to Acing Your Next Interview? It’s Simpler Than You Think. The best candidates don’t just prepare answers; they tell their story. Here’s how you can stand out in your next interview: 1️⃣ Know Your Numbers: Whether you’re in accounting or finance, metrics matter. Be ready to discuss how you’ve made a tangible impact on your company’s bottom line, efficiencies or ensured a long term positive outcome. 2️⃣ Frame Your Story: Instead of rattling off job duties, explain why your work mattered. Use the STAR method (Situation, Task, Action, Result) to showcase how you solve problems and deliver results. 3️⃣ Ask Great Questions: Remember, interviews are two-way conversations. Thoughtful questions about company culture, challenges, or upcoming goals show you’re invested and strategic. 🚀 One more thing: Confidence comes from preparation. Practice in front of a mirror or with a trusted friend. You are selling yourself so your pitch better be convincing and effortless. What’s your best interview tip? Let’s help each other succeed—drop your advice in the comments below! 👇 #CareerAdvice #Interviews #AccountingAndFinance #Recruiting #Atlanta

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Research shows that 97% of employers believe that soft skills are either as essential or more important than hard skills. For finance executives already in the workforce, soft skills could determine who gets promotions and recommendations.

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Finance leaders, are you posting jobs with no luck making a hire? It’s because job postings are a highly incomplete strategy for attracting the right talent.  A job posting exposes you to maybe 10% to 15% of the market - the small segment actively job searching and who happen to see your ad.   And you're paying thousands just for the chance that the “ideal candidate” will… See it Apply  You need a lot of luck and hope to make the right hire this way, and hope is not a strategy.  What about that big, beautiful world of people who will never see your ad? The ones killing it in their current role, who could be killing it for YOU? THIS is a key reason I get called in on a search.  Where the majority of the best talent needs to be tapped on the shoulder.   Gaining access to this huge market takes a lot of heavy lifting.  It often takes 5 to 7 emails/calls/texts to get their attention.  A comprehensive search can involve 1,000 to 1,500 emails/calls/texts.  Plus 20 to 30+ hours of conversations prior to presenting candidates. Plus 10 to 20+ hours managing interviews, offers, and onboarding. These are just a few components of a full, high-priority search.  Is your recruiter doing this for you? If not, you’re missing out on talent - possibly the best hire. Give me a call so we can fix that.

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Everyone has a life outside of work, and at Wipfli, we understand that a healthy balance is key to our associates’ success. We provide wellness days and flexible time off, enabling our team to focus on what’s important while still achieving their professional objectives. Associates who transitioned to Wipfli from Clayton & McKervey in #Detroit last year experienced firsthand how easy it is to maintain work-life balance with us. #OneWipfli #WorkLifeBalance

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The Role of the Controller is Evolving in the Digital Age! The world of finance is changing rapidly, and controllers need to adapt to stay ahead of the curve. This article explores 10 digital trends that are transforming controllership. By embracing these trends, controllers can become more strategic and value-driven business partners. Here are a few key takeaways: - Automation is key: Leverage automation to free yourself from tedious tasks and focus on higher-level analysis. - Data is your friend: Develop your data analysis skills to glean valuable insights from financial data. - Embrace new technologies: Stay up-to-date on the latest cloud, blockchain, and artificial intelligence technologies that can improve your efficiency and effectiveness. Are you ready to take your controllership skills to the next level? These digital trends offer exciting opportunities for controllers to make a real impact on their organizations. #controllership #digitaltransformation #finance #accounting #futureofwork # LHH

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