Nate Geinzer’s Post

We've been a little bit on fire 🔥recently with a hat trick week placing three accounting candidates at two different plants in Tennessee! Plus, a Director of Finance here in Metro Detroit for a Tier One automotive supplier. We are busy working active finance, engineering and sales executive searches. #TheHeadhunters #headhunters #jobsearch #jobseekers #jobopening #jobs #humanresources #hiring #candidates #employment #careers #management #recruiting #staffing #jobmarket #engineering #manufacturing #accountant #finance #metals #mining #heavyequipment #qualityassurance #healthcare #defenseindustry

Hiring for positions in finance can be difficult! Discover how prioritizing ethical considerations in your hiring process can help you build a finance team with strong integrity. tinyurl.com/v7t57bma

If you are currently applying for roles - particularly on major sites like LinkedIn and Indeed etc, they often show the number of applicants. Whilst speaking with a very talented Finance Director last week, they'd held off applying for roles when application numbers are over 100 or if the role has been online for over 2 weeks. 🚫 DO NOT DO THIS! Anecdotally, we decline over 70-75% of applications for lack of skills & basic qualifications or mismatch for the role. Of the remaining 25% who are a fit 'on paper', a large number aren't right from a number of other perspectives (salary, progression, benefits, flexibility etc). If you are interested in the role - apply for it. Never be put off by the number of applicants. #Hiring #JobSearch #Applications

Hiring for positions in finance can be difficult! Discover how prioritizing ethical considerations in your hiring process can help you build a finance team with strong integrity. tinyurl.com/v7t57bma

Hiring for positions in finance can be difficult! Discover how prioritizing ethical considerations in your hiring process can help you build a finance team with strong integrity. tinyurl.com/v7t57bma

How much does ‘fit matter? Sure, ticking boxes and creating reports are essential parts of the job, but what about the person behind those tasks? You need someone who feels like part of the team. Hiring someone with the right personality can be integral to the success of your financial operations. Your finance professional should feel like an intrinsic part of the team rather than an outsider brought in to handle the numbers. When hiring, don't just focus on their qualifications and experience. Take the time to get to know them and understand how they would fit into your company culture. The right person can make all the difference. Do you agree?

Hiring for positions in finance can be difficult! Discover how prioritizing ethical considerations in your hiring process can help you build a finance team with strong integrity. tinyurl.com/v7t57bma

Hiring Managers! Whether you are hiring now, imminently or putting things in place for a future hire into your finance team. Please do reach out for a conversation around how I can support you with Senior level finance hires and beyond. elliot.matthews@hays.com

Job title inflation = risk of financial loss. Mark’s company is booming, but he's wearing too many hats: owner, CFO, and VP of Sales. He's now a bottleneck, with administrative tasks piling up. His solution? Delegate tasks to his existing team. He decided to have his purchasing clerk trained by their CPA become their CFO. This is a classic case of job title inflation. Titles like CFO come with expectations of experience, strategic planning, and financial expertise. It’s detrimental to the business when you expect someone without the right background to take on CFO-level responsibilities. Job title inflation is a significant problem for business owners, especially in financial functions. Avoid it. Need help identifying gaps and hiring the right professionals? Let's talk.

One challenge facing hiring managers is attracting talent with a limited budget. People hire to solve business problems – the bigger the problem, the costlier the solution. People change jobs for qualitative (company, team, role) and quantitative (salary, benefits) reasons. To attract talent, there must be a strong pull from improvements in these areas. Hiring someone to lead your SEC or Tax function can prevent costly issues like consulting fees or SEC violations. Companies often extend the budget for top performers due to potential cost savings, creating a quantitative benefit for the candidate. But what about hiring a Finance Manager with a limited budget? If quantitative benefits are limited, it's crucial to create a skill gap between the job and the candidates. Hiring someone for the same job with no new responsibilities limits the qualitative upside and requires a higher quantitative boost ($$$) to justify the change. Being honest about “must-haves” vs. “nice-to-haves” can create a wider gap between the candidate's current role and what they will have the opportunity to own in a new role, driving excitement and career advancement.   This often results in hiring a future top performer with a great attitude.