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.