Gorilla Sheet’s Post

Peak hiring season? We're thrilled to welcome a new Fractional CFO this week and have offers for four exceptional Tech consultants. Two other Fractional CFOs and our Experience Manager have also hit the ground running and are already making a big impact for our clients. Stay tuned for their welcome announcements and blogs once we have a moment to catch our breath. We haven’t even taken them for a new hire lunch and they are sold out? It’s not stopping - We're actively seeking candidates for three more roles: - Ops Manager: see the posting and please share with any qualified candidates (in comments) - Fractional Controller: our trusted recruiter (Amplify!) has us covered. They specialize in Finance Leader hires but we're always open to hearing of exceptional candidates. - Accountant Book-keeper: Amplify will also assist with this role and we're looking forward to hearing about great candidates. Strategically we are keeping an eye 👁️ out for other hiring opportunities, if the right values fit comes along. With spring ⛳️ around the corner and summer 🏖️ not far behind, we're hoping for May or June 1 start dates. We’ve got time ⏰ but we don’t procrastinate, now's the time to make a move!

What do hiring managers look for in an FP&A candidate? 🤔 In today's financial landscape, the skills for an FP&A role go beyond number crunching. ✅ Analytical Thinking: Critical for identifying trends and making strategic decisions. ✅ Communication: Essential for explaining complex financial data to non-financial stakeholders. ✅ Advanced Excel Skills: Proficiency in Excel and other financial software is a must. ✅ Attention to Detail: Small errors can lead to significant financial implications. ✅ Adaptability: The ability to navigate rapidly changing market conditions. Your thoughts? What skills do you find essential for an FP&A role? www.zetaconsulting.net #Finance #Hiring #JobSearch

📣 In order to attract top talent, a role needs to speak to its VALUE rather than just its responsibilities. What does this mean? 👀 EXAMPLE: 🔴 We're hiring a Controller to oversee all accounting responsibilities and manage a team of 4. vs. 💚 We're hiring a Controller to drive our financial strategy and propel our growth in new, emerging markets. Reading these might not seem like much a difference, but HEARING these in an interview creates wild contrast. Humans are sold by how they FEEL... if you want your company to be highly sought after, make people FEEL excited about joining it! What do we think?!

To all employers and hiring managers: it’s time to rethink how we HIRE IN FINANCE! 👇 I have been talking to so many of my colleagues in finance and have experienced it myself so many times!! 👉”Sorry , but we can’t hire you for FMCG finance business partner role -because we are looking for someone who spent 15 years in FMCG space” 🙈 👉”Sorry, but we are looking for candidates who only worked in government sector” 🤷♀️ Why?? You are not looking for a technical lead in IT who needs to know a particular technology stack. And you are not looking for neurosurgeon who needs to be an expert in spine surgery (though my brother who is an outstanding abdominal surgeon said he could do a spine surgery too if needs to be)” ‼️You are looking for a professional in corporate finance for goodness’ sake!🙈 ✅I have worked in various industries, sectors, countries -finance processes, systems, issues, concerns are the same! And why on earth a person who is driven by learning and growth would want to do the same thing for 15 years 🤪 Hire people who can think. Who thrive on challenges. Who are resilient enough to pivot. Test their commercial thinking throughout the interview. The world is changing—new challenges, new technologies, new perspectives are transforming the landscape. Experience is valuable, yes, but what about the fresh ideas, diverse backgrounds, and innovative approaches that come from those who’ve excelled across different sectors? You could be missing out on incredible talent by narrowing your focus to one lane. Let’s open the door to those who bring adaptability, resilience, and a proven ability to thrive in varied environments. Our future depends on it. #BeOpen #HiringForPotential #RethinkExperience #DiversityInFinance

How long is it taking people to find their next role? Tied to each individual and their continuously updated employment details, time to hire and % of people finding a new role within 3 months is a unique metric that adds context to the strength of the job market and specific company priorities. Which groupings or cohorts are you most interested in? #jobchanges

Strategic Thinking: The Skill Shaping the Future Strategic thinking is rapidly becoming indispensable across many roles, including my field—UX and product design management—as well as FP&A and countless others. As technology advances and automates technical tasks, the focus shifts to professionals who may be less technical but excel in understanding the business, thinking strategically, and adapting to dynamic environments. These individuals can analyze multiple scenarios, anticipate change, and navigate complexity. When hiring, look for candidates who think beyond the immediate and steer toward long-term success.

Where did all the demand for legal Finance Systems staff go? Out of curiosity (or procrastination 🤔) I had a look back at the range of vacancies I was managing at this point 10 years ago earlier. A couple of things jumped out. 1. I was working waaaay too many jobs at once back then 😯 2. Hiring for legal finance systems teams was off the scale 🚀 There's still demand for finance systems teams, but nowhere near what it used to be. Now it could be that people have gone elsewhere for their finance systems hires, but I'm not sure it's that. I've always had a good track record within that niche field and have enjoyed mingling with familiar faces at several Elite Vantage conferences over the years. I remember thinking, when TRE announced Elite Enterprise's end of life date, that hiring for finance systems teams would likely go off the scale as 3E and Aderant battle it out for market dominance, but that never really materialised. Was it the growth and use of third party consultancies? Was it efficiencies in new systems/technology? Or have I just lost market share whilst waffling away on LinkedIn? 🤷♂️

We're #hiring. We never stopped, but this time we're looking for just the right finance person to help us professionalize. LeadCoverage is crushing it. Inc. 5000 3x in a row, 40+ employees on three continents, happy customers, a healthy pipeline and the sexiest niche in business (#freight and #supplychain)! We're looking for the right #finance leader to help us get to the next level. Here's what we're looking for: 1. Strong basic accounting/finance chops. Yes, you'll be responsible for actually closing the books. 2. Modeling/forecasting + analysis. Help us make the right call every time, with the math to back it up. 3. Operational accountability. We're consultants, so utilization and margin are KPIs that drive us daily and weekly. Bonus Points for: 1. Successful M&A work (buying or selling) 2. International experience (announcement coming soon!) 3. #Consulting, #engineering, #agency, #lawfirm or other BPO solution experience. Thanks in advance for sending me your recommendations! I sent a post like this a few months ago and we ended up hiring some of our best people - let's do this!

Imagine this: Juggling tasks while the looming prospect of hiring adds to the chaos. Here's a simple plan: 1. Prioritize client value; delegate your resources accordingly 2. Streamline workflows for a lifeline in workload chaos 3. Use tech tools wisely to help in your work 4. Diversify your client portfolio to avoid risk concentration. 5. Communication is your compass; keep clients in the loop. Beware: Blind hiring might add fuel, not douse, the workload inferno. Pro Insight: Craft a strategic plan before expanding your client family. Result? Achieve a harmonious symphony of client workloads and hands to work on. Time to empower your accounting domain with strategic workload. Ever faced the client workload storm? Share your wisdom and stories! #hiring #accounting #accountants

We are currently in the hiring process for a Financial Planning Associate, and after reviewing Google Form responses and resumes, we eliminated 2/3 of the 61 applicants. Here's why: 1. The candidate did not follow the instructions in the Google Form to email a PDF of their resume. There were only two instructions - answer Google Form questions, send resume. This one was difficult because there were a few great candidates who missed this step, but attention to detail is critical in this profession. 2. The candidate's answers to the open response questions in the Google Form did not demonstrate any research done on our firm - we want to understand why you want to work HERE. 3. The candidate's answers to the open response questions in the Google Form were exclusively self-focused (all about what the candidate would get out of the role or wanted and nothing about what they would bring to the role - would have loved to see a balance between the two), were very terse, or were otherwise not as compelling as some of the other responses we received. 4. The candidate needed benefits that are outside of what we currently offer. There were a couple of other reasons, too, but the ones listed above accounted for the vast majority of our decisions. #hiring #hiringnow