Have you noticed your finance team working hard, yet not always aligning their efforts with the business’s short-term and long-term objectives? Hiring talented people isn’t enough. Effectively communicating business strategies and the bringing people along on the journey is often what’s missing. Strong managers ensure everyone is visible, actively collaborating, and contributing to innovation, rather than working in isolated silos. Many directors today are juggling more than just skill gaps and digital transformation. The real challenge arises when teams aren’t sharing information or working together. High-performing finance teams become true business partners by connecting, communicating, and participating in broader strategic decisions. Leaders who encourage a strong team culture, with open communication, routine check-ins, and a genuine sense of teamwork, see better morale, faster problem-solving, and increased creativity driving their organisations forward. Here’s something worth considering: Success isn’t a set-and-forget deal! Without ongoing efforts to boost collaboration and keep the team connected, even top performers can stall. The most effective leaders keep things moving by updating processes, embracing flexibility, and encouraging innovative ways of working, so their finance teams are ready for whatever comes their way. Maybe it’s time to rethink the question. Instead of just asking, “How do we hire smarter?” try asking, “How do we help our finance teams step out of the background and become a powerhouse for our business?” If these ideas resonate, perhaps now is a good time to reflect on your own team’s dynamics and see what’s possible. Taking small, intentional steps, whether reviewing processes, encouraging more open dialogue, or simply rethinking how roles interact can lead to lasting change. If you’re interested in exploring approaches or want to discuss real-world examples, I’d love to chat!

In Australia’s fast-paced corporate environment, having the right executive finance team isn’t just important, it’s fundamental to your business’s long-term health and growth. Over the years, I’ve had the privilege to work alongside visionary CFOs, Group Controllers, and senior finance leaders, and what consistently stands out is how the best teams blend technology with curiosity, resilience, and collaboration. Why High-Performing Executive Finance Teams Matter The world of finance is changing rapidly. They’re no longer confined to just reporting and compliance. Today’s finance leaders are helping shape strategy, drive innovation, and guide organisations through times of uncertainty. For Australian organisations, a high-performing finance team is your compass: ensuring you don’t just survive market volatility but truly thrive in it. So, What Sets Exceptional Finance Teams Apart? 1. Strategic, Tech-Savvy Leadership I’ve seen firsthand how the most successful teams are led by people who embrace technology, and not as an add-on, but as an enabler. Leaders who are comfortable with analytics, automation, and digital transformation are much better prepared to interpret shifts in the market and help their businesses grow with confidence. 2. Diverse Perspectives Power Innovation I’ve consistently found that teams perform best when their members bring varied professional backgrounds, global insights, and a spirit of inclusion. Whether it’s integrating commercial thinking from other industries or nurturing diverse teams that reflect Australia’s rich diversity of talent. 3. People Skills Technical expertise lays the foundation, but it’s qualities like empathy, clear communication, and agility that truly elevate finance leaders. In high-pressure moments, whether it’s steering through regulatory change or guiding a major transformation, human skills set the tone and keep teams moving forward together. 4. Building for the Long-Term Strong teams don’t just focus on today. Organisations that invest in mentoring, succession planning, and flexible roles ensure the next generation of leaders are ready to step up. A mix of internal talent development and targeted executive search keeps your finance function fresh, resilient, and future-focused. 5. ESG & Compliance Expertise for Tomorrow’s Challenges With expectations on sustainability and governance rising, top executive teams now need expertise in ESG reporting and compliance. Leaders who understand the regulations and the broader impact of finance decisions are invaluable in shaping lasting enterprise value. What I’ve Learned Working with Australia’s Leading Organisations The most successful finance teams don’t just materialise; they’re built thoughtfully, with a clear sense of company strategy, values, and culture. The magic happens when recruitment is approached as a partnership, assessing both technical and personal fit, onboarding with care, and planning for ongoing development. When businesses prioritise learning, celebrate innovation, and recruit with intention, real transformation follows.

In a world where change is the only constant, the finance function is transforming. No longer confined to spreadsheets and compliance checklists, finance teams today are expected to be strategic drivers of business performance, partners in digital transformation, guardians of risk, and architects of growth. As we move deeper into 2025, hiring managers across Australia are feeling the pressure to secure finance talent that can keep pace with evolving demands. But technical accounting alone won’t cut it. What’s needed now are multidimensional leaders—professionals who bring a blend of analytical insight, regulatory fluency, and tech-savviness to the table. So, let’s dive into what’s truly shaping the future of finance talent and what hiring managers are looking for. The Shifting Demands on Finance Talent Across the finance sector, we’re seeing a realignment of priorities. Economic volatility, rapid digitisation, and shifting regulatory landscapes, especially under the watch of ASIC and APRA who have changed the game. Where once the priority was transactional accuracy, now it’s strategic foresight. Hiring managers are looking beyond the balance sheet, searching instead for professionals who can translate numbers into business strategy, who can navigate automation with ease, and who stay one step ahead of compliance. In this environment, recruitment is no longer about filling vacancies, it's about building resilience. Here are what I believe to be the five essential skills that are topping the priority list for hiring managers in 2025. 1. Financial Planning & Analysis (FP&A) Why It Matters: FP&A has become the nerve centre of business strategy. In a world where agility is everything, companies need finance professionals who can forecast effectively, analyse scenarios, and drive strategic decision-making. Recruitment Insight: Candidates with strong FP&A credentials are often future CFOs in the making. They demonstrate a commercial mindset and are comfortable influencing decisions at the highest levels. In today’s hiring landscape, FP&A expertise signals leadership readiness. 2. Data-Driven Decision Making Why It Matters: Finance teams are now expected to operate as data hubs, turning insights into action. Data-driven decision-making enables organisations to respond quickly to market changes, optimise performance, and justify every move with evidence. Business intelligence tools like Power BI and Tableau are now essential in Australian finance departments. Hiring managers want candidates who can use these platforms not just to report but to tell a story with the data. Candidates should be asking hiring managers the following questions: What systems do you use to record your business and accounting transactions? Is the data reliable as far as you know? What reporting tools do you use? Is the business prioritising and investing in systems and tools to enable the finance team to bring these insights to the key decision-makers? Is this important to the business? 3. Compliance & Risk Management Why It Matters: With increasing scrutiny from regulators such as ASIC and APRA, the cost of non-compliance is higher than ever, both in fines and reputational damage. Hiring Insight: There’s a real shortage of finance professionals who are fluent in risk frameworks and governance requirements. Those who bring regulatory literacy and a proactive risk mindset are in high demand and short supply. 4. Automation & AI Proficiency Why It Matters: Automation isn’t the future, it’s the present. Tools like UiPath, Alteryx, and machine learning algorithms are reshaping finance workflows, reducing errors, and liberating teams to focus on value-added tasks. Recruitment Tip: When reviewing candidates, look for those who’ve actively participated in finance automation projects. Whether it be for automating invoice processing, employee onboarding, or working with dashboards for predictive modeling. 5. Adaptability to Regulatory Changes In a regulatory environment where change is rapid and sometimes unpredictable, adaptability isn’t optional. It’s a core leadership trait. Why is this non-negotiable? Risk Mitigation - Non-compliance carries steep penalties, not just financial but reputational. The regulatory bar is constantly rising, and businesses need finance leaders who can anticipate and adapt to evolving requirements. Operational Continuity - Proactive compliance isn’t just about avoiding fines; it’s about ensuring business continuity. Delays in adapting to regulatory updates can disrupt operations and erode stakeholder confidence. Investor and Stakeholder Trust - Strong regulatory governance builds confidence. Investors, partners, and boards are increasingly scrutinising how companies manage compliance. Finance professionals who understand this landscape help build credibility from within. Leadership Readiness - The ability to interpret, communicate, and implement regulatory change is now seen as a hallmark of finance leadership. Hiring managers are no longer satisfied with passive compliance—they want candidates who lead the charge. For Candidates: The bar has been raised and so has the opportunity. Upskill in digital tools: Power BI, Alteryx, and Python are becoming core competencies. Stay current on regulations: Subscribe to ASIC updates, engage in Continuing Professional Development programs, and connect with industry peers. Demonstrate agility: Employers want to see a track record of adapting to change, not just enduring it. Ask the questions: to ensure you are joining a business that values and invests in its systems and processes to support finance or at least doing their best given budgetary restrictions but value the finance function and working towards improving. CEO Insight: The finance function is no longer a back-office role, it’s a strategic engine room. As businesses face growing complexity, the need for forward-thinking, tech-savvy, and compliance-ready finance talent has never been greater. At Alexander Appointments, we are supporting businesses in navigating these challenges by providing an advisory-led approach to support the recruitment process, while our proactive talent pipelines ensure we’re always a step ahead. Whether you're hiring your next finance leader or seeking temporary expertise to support your existing team with transformation, improving existing reporting and processes, we’re here to help you find the right fit.

As the Australian business landscape continues to evolve in 2025, the recruitment industry has seen significant changes in how talent is sourced, retained, and managed. Here's a quick look into the recruitment trends shaping Australia across these key sectors. Transport Logistics The transport logistics sector has become the backbone of Australia’s economy, driven by e-commerce growth, infrastructure development, and global trade recovery post-pandemic. This has created a surge in demand for skilled professionals in roles such as supply chain managers, logistics coordinators, and fleet operations specialists. Key Trends: Technology Integration: Companies are prioritising candidates with experience in supply chain management software, real-time tracking tools, and data analytics to streamline operations. Sustainability Focus: With stricter environmental regulations, logistics employers are looking for talent experienced in green practices and sustainable logistics solutions. Labour Shortages: A shortage of truck drivers and warehouse workers remains a significant challenge, leading to increased focuses on upskilling programs and the recruitment of overseas talent. Finance The finance sector in Australia is continuing to thrive, with businesses adapting to rapid technological changes and regulatory demands. Recruitment in this sector is becoming increasingly competitive, as employers look for a mix of technical expertise and strategic thinking. Key Trends: Demand for Tech-Savvy Professionals: Skills in AI, blockchain, and fintech are highly sought after, particularly for roles such as financial analysts and compliance officers. Focus on Risk and Compliance: Regulatory scrutiny has led to a spike in demand for risk managers, internal auditors, and compliance officers. Workplace Flexibility: Candidates expect hybrid or remote working options, which is pushing employers to offer more flexible work arrangements to attract top tier talent. Business Support Business support roles remain essential for ensuring smooth operations across industries. From executive assistants to office managers, these roles are instrumental in driving productivity and organisational efficiency. Key Trends: Hybrid Work Adaptation: As hybrid models become the norm, business support staff are increasingly required to master digital tools such as project management platforms and virtual meeting software. Focus on Soft Skills: Employers value interpersonal skills, problem-solving abilities, and adaptability as key traits for business support roles. Increased Role Specialisation: There is growing demand for specialised roles such as HR coordinators and event planners, which reflects the need for tailored expertise within organisations. Overarching Recruitment Trends in 2025 Across all of these sectors, many broader trends are helping to reshape the recruitment landscape in Australia: Rise of AI in Recruitment: AI tools are being used to streamline candidate screening and match talent with roles more efficiently, ensuring quicker hiring decisions. Focus on Diversity and Inclusion: Employers are placing greater emphasis on building diverse teams, both to enhance workplace culture and meet broader ESG (Environmental, Social, and Governance) goals. Candidate Experience is Key: In a competitive job market, companies are investing in smooth recruitment processes to leave a positive impression on candidates, from engaging job ads to efficient onboarding. Upskilling and Continuous Learning: To address skill gaps, many organisations are partnering with training providers to upskill employees in critical areas like technology and leadership. Looking Ahead As we move further into 2025, Australia’s recruitment landscape will continue to be shaped by technological advancements, shifting workplace dynamics, and evolving candidate expectations. For businesses and job seekers, staying ahead of these trends is crucial to success.

In today’s evolving finance landscape, many leaders in the finance domain are facing significant challenges.