What Employers Are Prioritizing in Finance and Accounting Hiring

Finance and accounting hiring is becoming much less transactional.

More organizations are rethinking what they need from finance professionals, especially in leadership roles. The conversation is moving beyond whether someone can technically do the job and toward bigger questions.

Can this person think strategically? Can they communicate across the business? Can they influence leadership conversations?  

Our Finance & Accounting team has seen a noticeable shift in the types of conversations clients are bringing forward and the skill sets they’re prioritizing.

Here are three themes we’re hearing most often right now, plus one topic we expected to dominate conversations but surprisingly hasn’t.

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The demand for Controllers has surged, but the role itself is evolving

Over the past several months, our team has seen a significant increase in demand for Controllers, with more openings than we’ve typically seen over a comparable period.

But what’s interesting is that employers aren’t simply looking for traditional financial oversight anymore.

They’re looking for Controllers who can operate as strategic business partners.

KPMG ranked Controllers as one of the most difficult finance roles to recruit for three years in a row. That demand is also happening within a much broader talent shortage. Recent Canadian reporting found that 90% of finance and accounting managers struggled to fill vacant positions, particularly as organizations compete for experienced and highly specialized talent (Financial Post).  

Organizations want professionals who can move beyond reporting and compliance to help leadership teams make better business decisions. That means stronger communication skills, cross-functional collaboration and the ability to translate financial insights into operational strategy.

We’re hearing employers ask for Controllers who can:

• communicate confidently with executives and stakeholders  
• support forecasting and strategic planning  
• influence decision-making outside the finance function  
• partner closely with operations and leadership teams  
• provide commercial insight, not just financial reporting  

This shift aligns with broader workforce trends. According to research from Deloitte, finance functions are continuing to evolve from transactional support teams into strategic advisory functions inside organizations.

In many ways, the modern Controller role is becoming much more visible across the business than it once was.

Technical accounting expertise is still essential. But increasingly, employers are prioritizing professionals who can pair that expertise with business acumen, leadership capability and the confidence to support decisions beyond the finance team.

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Validation and completed designations are becoming even more important

Another major theme we’re hearing is around validation and professional credibility.

While organizations have always valued certifications and designations, many employers are becoming more particular about candidates having fully completed credentials rather than credentials that are still “in progress.”

For accounting and finance hiring, the emphasis on completed designations, particularly CPA credentials, feels stronger than ever.

Part of this comes down to confidence and risk mitigation.

Finance and accounting teams are operate in environments where accuracy, compliance and trust carry enormous weight. Employers want reassurance that candidates not only understand the technical requirements of the role but can also apply that knowledge consistently in complex environments.

At the same time, hiring leaders are becoming more cautious about resumé inflation, AI-assisted applications and overstated experience. Validation is becoming a bigger part of the hiring conversation across industries. In finance and accounting, the stakes often feel even higher because of the level of responsibility attached to these roles.

That’s one of the reasons human-led screening and validation continue to matter so much.

Our validation process at Altis goes beyond resumé matching. We focus heavily on conversations, technical alignment, communication style, consistency in career progression and practical understanding of the work itself.

More employers are asking a simple but important question:

“Can this person actually do what their resumé says they can do?”

And increasingly, they want partners who help answer that question thoughtfully.

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CFO hiring priorities are shifting depending on the organization

One of the more interesting conversations our team has had recently centred around what different organizations expect from CFOs (read about a fractional CFO case study), and how dramatically those expectations can vary.

In particular, we’re seeing differences between private sector organizations, professional services firms, nonprofits and public sector environments.

For example, accounting firms and law firms often prioritize CFOs with strong CPA backgrounds and deep technical financial expertise because of the operational and financial complexity involved in day-to-day management.  

Nonprofits and broader public sector organizations are more frequently emphasizing strategic leadership, stakeholder engagement and broader business education, including MBAs.  

That doesn’t mean one background is “better” than another.

What it highlights is that organizations are increasingly defining finance leadership based on business needs, not title alone.

Some employers need highly operational financial leaders who can focus on controls, reporting and technical oversight.

Others are looking for CFOs who can influence boards, guide organizational transformation, communicate with diverse stakeholder groups and help shape long-term direction.

The CFO role itself is becoming more nuanced, and organizations are thinking much more carefully about the kind of financial leadership they actually need.

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The conversation we expected to hear more about, but aren’t: AI

Interestingly, one topic that has not dominated finance and accounting hiring conversations the way many expected is AI.

While AI is shaping conversations across many functions, finance and accounting clients are not consistently asking about AI adoption in hiring conversations the same way we’re seeing in technology, marketing or operations roles.

That doesn’t mean organizations are ignoring AI entirely.

What we’re hearing is more cautious curiosity.

Clients are asking whether recruiters are using AI responsibly in validation processes. They’re asking about accuracy, trust and human oversight. But they’re not broadly replacing finance decision-making with AI-driven processes.

And honestly, that makes sense.

Finance and accounting functions are deeply tied to trust, compliance, precision and accountability. Employers still want credentialed professionals making judgment calls around financial reporting, forecasting and risk.

In many cases, organizations appear far more comfortable using AI to support administrative efficiencies than to replace financial expertise itself.

For now, the human element still carries significant weight in finance and accounting hiring.

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What this means for employers

Finance and accounting hiring is becoming more layered.

Organizations still need technical expertise, accuracy and strong financial fundamentals. But they’re also looking for professionals who can communicate clearly, advise the business, validate complex information and support better decisions.

That shift matters for hiring teams.

It means job descriptions may need to be more specific. Screening conversations may need to go deeper. And when hiring for leadership roles, organizations may need to look beyond title alignment and think carefully about the actual business outcomes they need this person to support.

If your organization is navigating these shifts, or if you’re looking to discuss finance and accounting hiring trends, workforce planning or the evolving skill sets shaping today’s teams, our Finance and Accounting team would be happy to connect.

Altis is a Canadian-owned staffing firm supporting organizations across the private and public sectors. We focus on relationship-driven recruitment, clear process and consistent delivery, helping employers hire with confidence and professionals build meaningful careers.