When your resume lands in a recruiter's inbox, chances are they’ll search for you online before they finish the first page. Your digital footprint now functions as a parallel resume, and it’s one you may not have deliberately written. At senior levels, this scrutiny intensifies. A fragmented online presence raises questions about attention to detail and authentic professional identity. Your online footprint is integral to how you're evaluated. Here are some tips to tidy up yo

Welcome to the final installment in our series on retaining your best people in senior finance. If you missed part one, which explains why we're seeing high turnover, find it here, and if you want to review the questions you should be asking, find part 2 here. Simply scheduling retention interviews and asking questions won't prevent people from leaving your organization. Today we'll look at how to structure the interviews for best results. Timing and Frequency Conduct stay in

Last week we talked about the reasons for high turnover in senior finance roles, and why it needs to be addressed by organizations of all types. If you missed last week's article, find it here: https://www.verriez.com/post/retaining-senior-finance-executives-guide-for-2026-part-1 One of the best ways to keep your best senior finance folks is with retention interviews. Let's look at some of the questions you should be asking, and why. 1. What aspects of your role inspire and e

Employee retention at the senior finance level has become a serious strategic imperative. The stakes are high: CFO turnover hit a seven-year high in 2025, and mounting evidence that burnout and role fatigue are driving departures. The finance industry faces a particularly acute crisis: 83% of finance professionals express a desire for a career change, and the field is experiencing a fragile "talent bubble" with a 3-to-1 senior-to-entry hiring ratio that threatens long-term pi

Today's CFOs, controllers, and finance directors are selective. They're walking away from lucrative offers that don't align with their broader professional and personal priorities, and if you're hiring, you need to understand what drives these decisions. Posting a role and waiting for applications simply won't work anymore, because senior finance candidates are passive until the right opportunity emerges. They're evaluating compensation, cultural fit, growth trajectory, techn

When you're ready to make your next career move, the temptation to work with any search firm offering opportunity feels rational, maybe even urgent. The problem is that not all recruiters operate with your interests in mind. Some firms prioritize volume of placements over fit, or use high-pressure tactics that damage your professional reputation before you've even stepped into a new role. Finding a recruiter is easy, but it’s more difficult to find one worth your time. Qualit

AI isn't on the horizon anymore; it's here. And whether your company truly benefits from it depends far less on having the right software than on having the right leadership alignment. For small and mid-sized companies, this is both simpler and more critical than it might seem. You don't have layers of bureaucracy to work through, but you also can't afford missteps. Most organizations have tried AI in at least one area. Maybe it’s automating recruiting workflows, analyzing pe

Small businesses rarely have the infrastructure of giant corporations: no dedicated HR departments or army of administrative staff to shepherd a new executive through day one. Yet senior hires expect clarity, structure, and strategic integration. The gap between what candidates anticipate and what smaller organizations deliver often determines whether an executive stays engaged or mentally checks out within months. Senior leaders are accustomed to navigating complex organizat

Cybersecurity is a business problem, and one that demands executive attention. Human error remains a leading cause of breaches , yet many senior leaders treat cybersecurity as something to delegate entirely to IT. This creates a dangerous gap between strategy and execution, leaving organizations exposed to threats that don't wait for committee approval. The challenge is straightforward: many C-suite executives lack deep technical expertise, yet they must balance operational e

Ready to lead financial strategy for a growing multi-site organization? On behalf of our client, we're seeking an experienced Controller to oversee finances, strengthen internal controls, and drive operational improvements. If you have 3-5 years of progressive accounting experience, a degree in Accounting or Business Administration (CPA preferred), and thrive in complex, decentralized environments, we'd love to hear from you.

Turmoil can be sparked by any number of situations, like technological disruption, geopolitical shifts, talent market volatility, or rapid industry transformation, and will test even the most seasoned executives. Your team looks to you not just for direction but for reassurance, clarity, and steady leadership. The challenge is to stay composed and decisive when pressure mounts. Leaders must balance bold vision with grounded realism, and organizational stability with strategic

On behalf of our client, we're searching for a great Tax Manager! The role requires a CPA with 5+ years of Canadian tax experience to lead comprehensive tax strategy, compliance, and planning. You'll translate complex tax matters into actionable strategies, manage international tax operations, and drive process improvements, all while maintaining the highest security standards. If you or someone you know would be a good fit, get in touch at info@verriez.com , or call us at

Spring is here, and it’s an ideal time to reassess systems and upgrade what’s not working. Your executive hiring process should be no exception. These six strategies will help you eliminate inefficiencies, not only saving time and money, but improving candidate quality. Audit Your Leadership Needs Most companies begin the search for a new executive with a recycled job description and a vague wish list. If this approach finds you what you need, it's just by accident. Instead,

Do you know what’s different about being a CFO in a manufacturing environment vs other industries? The role demands a unique blend of financial acumen, operational insight, and industry-specific knowledge, and two challenges that stick out are managing supply chain disruptions and optimizing production costs. Our general advice? Look beyond traditional financial skills. Consider candidates with a proven track record in manufacturing, who understand the intricacies of the ind

Hiring the wrong person for a role can be extremely costly in terms of time, money, and productivity. Do you have extra time, money, resources to waste on a poor hire? Of course not! To ensure you make the right choice the first time, avoid these ten common mistakes: Over-Reliance on Resumes Resumes can be misleading or incomplete. Focusing too much on them can cause you to overlook candidates with great potential who may not present themselves perfectly on paper. Dig deeper

Hiring exceptional financial leaders is a strategic priority, yet recognizing the essential traits that contribute to their success can be challenging. When the right candidate can drive innovation and growth, it's important to use the interview process to identify those traits, and if you don't, you could make a costly mistake. Here are five crucial strategies: 1. Assess Strategic Vision with Scenario-Based Questions To gauge a candidate’s strategic vision, ask scenario-base

On behalf of our client, a stable, privately held organization with a strong presence in Southwestern Ontario, we're looking for a hands-on Controller. Working closely with a dedicated CFO and leadership team that values financial insight and operational discipline, the successful candidate will lead a well-established finance team while modernizing processes and enhancing reporting. This is a unique, multi-entity, asset-heavy environment that offers variety and complexity be

Attracting the best senior-level finance and C-suite candidates poses unique challenges. The demand for leaders who can navigate complex regulatory environments, drive innovation, and support strategic growth is higher than ever. As a hiring manager, it’s vital to recognize the traits that set successful financial leaders apart. Partnering with an executive search firm can streamline this process, giving you access to a wider talent pool and deeper industry insights. Below ar

Hiring senior executives not only involves assessing their skill sets and experience; the cultural fit is crucial for long-term success. A poor fit can lead to turnover, reduced team morale, and financial loss. Collaborating with an executive search firm can streamline the selection process, as they specialize in identifying candidates who align not only with your business goals but also your organizational culture. Below, we delve into five essential considerations regarding