Hiring Experienced Finance Execs & CPAs

When hiring a senior-level CPA or finance executive, one concern I hear often from companies is this:

“We don’t want to hire an overqualified candidate. What if they get bored or leave in six months?”

It’s a valid question—and a common hiring hesitation. 🤔

But let’s reframe it for a moment.

In today’s tight talent market, especially in finance and accounting, passing on someone highly qualified might mean overlooking a candidate who could deliver tremendous value—quickly. ⏩

Yes, there are risks. Overqualified candidates might:

❗ Seek new opportunities sooner.

❗ Feel underutilized if the role lacks stretch.

❗ Expect more autonomy than the position allows.

But here’s what I’ve seen after years of recruiting in the public accounting & PE finance exec space:

Many of these candidates aren’t looking for a step up—they’re looking for stability, culture fit, or purpose. Some want less travel. Some want to mentor. Some want to stay local. The “why” behind their application matters more than the bullet points on their resume. 📃

Instead of disqualifying overqualified candidates outright, ask:

➡️ What’s motivating them to pursue this role?

➡️ Are their goals aligned with the company’s?

➡️ Do they bring experience that could elevate the team?

A thoughtful conversation can reveal if that “overqualified” candidate is actually closer to the perfect one. 🌹

One caveat I’ll share is – hiring a well-qualified candidate while trying to pay under market is a bad idea. That’s one sure way to lose them within 6-9 months. That however, is an entire topic for another day.

In this hiring climate, flexibility and open-mindedness can be your competitive edge. The CPA or finance exec you hire next should be able to bring ideas that increase your top line and/or bolster your bottom line (or EBITDA).

#warfortalent #cpa #cfo #hiring