Bridging the Skills Gap: Why Finance Teams Need More Than Just Technical Talent
The Shifting Landscape of Finance Hiring
Hiring in finance isn’t what it used to be. While the foundational skills — accounting standards, financial reporting, tax knowledge — remain essential, companies today are looking for more. The finance function has evolved, with increasing expectations around strategy, technology, and agility. As automation handles more of the transactional work, finance professionals are being asked to step up as business partners — interpreting data, advising on performance, and driving transformation. This shift has widened the gap between what traditional candidates offer and what employers now need.
In recent coverage by The Straits Times, more than half of Singapore companies shared plans to grow headcount in 2025. Yet, many also admitted that the talent shortage is a key barrier to growth. It’s not a contradiction — it’s a reflection of a growing skills mismatch. Businesses are no longer just looking for accountants; they’re looking for adaptable thinkers who can operate in dynamic, tech-enabled environments. And that kind of talent is in short supply.
Hybrid Talent Is the New Standard
What’s becoming clear is that the most in-demand finance professionals aren’t just technically strong — they’re what some call “hybrid” talent. These individuals bring together financial acumen with broader, often harder-to-measure attributes: the ability to learn new systems quickly, the confidence to present to stakeholders, and the willingness to engage in cross-functional projects.
In roles like FP&A or business partnering, the expectation isn’t just to report numbers — it’s to explain the “why” behind the numbers and influence decisions. In leaner teams, a finance manager may have to juggle operational tasks with strategic planning. Employers who focus only on hard credentials often miss out on candidates who can grow into bigger roles or help steer through uncertainty. The result? A hire that ticks the boxes, but doesn’t move the business forward.
Why the Gap Is So Hard to Close
Part of the challenge is that these hybrid skills don’t always show up clearly on a CV. A candidate might be great at adapting to change or collaborating across departments — but without a structured interview or insight from past performance, those traits can be hard to evaluate. Meanwhile, the fast-changing nature of finance work — from ESG reporting to AI-driven forecasting — means even experienced professionals are having to learn on the fly.
Some companies are responding by upskilling their teams, which is a smart move. Others are becoming more open to candidates from adjacent industries or different types of roles. But in many cases, employers still lean heavily on traditional hiring checklists — qualifications, years of experience, past titles — even when those don’t guarantee future-fit talent.
What We’re Seeing in the Market
A clear trend is emerging across the finance hiring landscape: the professionals who stand out aren’t always the ones with the longest CVs or most technical certifications. Instead, it's those who bring a balance of curiosity, adaptability, and cross-functional thinking who are proving to be the most valuable.
In our recruitment experience, we’ve seen candidates from less conventional backgrounds thrive because they’re quick to adapt, comfortable with ambiguity, and confident engaging across departments. They may not tick every traditional checkbox, but they bring the kind of perspective and initiative that modern finance teams increasingly need.
On the hiring side, employers who broaden their lens — placing equal weight on mindset, communication, and learning agility — tend to make stronger long-term hires. It’s not about lowering the bar; it’s about recognising that finance roles today demand more than technical proficiency. They demand individuals who can grow with the role, navigate change, and contribute beyond the numbers.
Key Takeaways for Employers
The finance function is evolving, and so are the skills required.
Hybrid finance talent — combining technical ability with adaptability and business acumen — is increasingly in demand.
Traditional hiring criteria may overlook candidates who are a better long-term fit.
Upskilling and skills-based hiring can help bridge the gap.
Partnering with recruiters who understand these shifts can make a meaningful difference.
Final Thought
The skills gap in finance isn’t just a hiring challenge — it’s a chance to rethink how we define talent. The most successful teams won’t be built by checking boxes. They’ll be built by identifying people who can grow with the business, adapt to change, and lead with insight. That’s the future of finance hiring — and the companies who embrace it now will be the ones that stay ahead.
