Latest news with #executivehiring
Yahoo
3 days ago
- Business
- Yahoo
59% of US CFOs are hired from within
This story was originally published on To receive daily news and insights, subscribe to our free daily newsletter. For many CFOs and others who are ready to assume the role, scoping out career opportunities is rarely far from mind. As such, they may benefit from keeping fresh on some basic facts about the executive hiring landscape. For example, last year, a majority (59%) of open seats for finance chiefs in the United States were filled internally. That's according to executive search and finance consulting firm Eton Bridge Partners, which analyzed 6,400 CFO hires in the 10 countries with the greatest volume of appointments. Many were promotions from finance vice president positions. The internal vs. external breakdown was similar in several other countries, although external hires predominated in China (55%) and Sweden (59%). It's not necessarily a young person's game, with the average age of U.S. appointees at 51 in 2024, with 'opportunities peaking in the mid-50s,' Eton Bridge wrote in its survey report. The lowest average age was in China (46) the highest was in Japan (58). On the other hand, a healthy proportion (29%) of the hired finance chiefs took on the title for the first time, so while boards at U.S. companies tend to prefer seasoned financial leadership, opportunities for newcomers do exist. Despite ongoing diversity efforts, women accounted for only 20% of U.S. CFO appointments, which the report noted was slightly below benchmarks at large public companies. Major indices for such enterprises place the percentage around 25%, Eton Bridge said. China and Sweden had the highest percentage of female CFOs, with 30% and 28%, respectively. The lowest were in Japan (4%) and India (9%). An overwhelming majority of those hired stayed within the same sector where they had previously worked. That reversed the trend seen in 2023, when there were higher levels of sector mobility. In the United States, the 2024 proportion was 90%. 'The U.S. CFO landscape reflects a mature market where private equity influence, regulatory complexity and sector-specific growth in health care and technology demand deeply experienced, sector-literate financial leaders,' Eton Bridge wrote. On a global basis, private equity-backed companies continued to be a 'major driver' of CFO hiring in certain markets, especially the U.S., U.K., China, Germany and Switzerland, the report noted. But that was not the norm in other markets, such as Canada and Australia, where there were relatively few CFO moves in PE-backed settings. Based on the current developing patterns, Eton Bridge pointed to three themes it expects to shape the CFO employment market over the next year. Strategic stretch in the CFO remit. As the line between CFO and COO continues to blur, 'finance leaders who can own operational transformation, digital agendas, or even people-related functions will be in high demand.' A return to movement. Citing a reopening of private equity pipelines, Eton Bridge predicted there will be an uptick in CFO transitions this year, especially in Europe. Progress, but not parity, on diversity. 'We expect continued board-level focus on improving female representation at the CFO level, but delivery experience will still be the decisive factor. Recommended Reading Small Business Optimism Declines to 89.0 in April
Forbes
18-05-2025
- Business
- Forbes
How Entrepreneurs Can Attract Top Passive Executive Talent
Hiring executive talent Entrepreneurs chasing growth often focus on solving immediate hiring needs—but the most impactful leadership hires often come from a group that isn't even looking. Passive executive candidates—those already delivering results in demanding roles—rarely surface through job boards or recruiter inboxes. Yet they represent one of the most powerful untapped levers for scaling with confidence and capability. To gain a competitive edge, founders must think beyond résumés and rethink how executive hiring actually works. Instead of relying on inbound interest or traditional search methods, recruiting passive leaders requires proactive engagement, insight into candidate motivation, and a willingness to go well beyond the familiar. Building a passive talent strategy from the ground up How can entrepreneurs effectively identify, engage, and recruit high-caliber individuals who aren't actively job hunting? It starts with recognizing that traditional pipelines don't reach these candidates—and neither do generic outreach messages or vague promises of "impact." To win the attention of high-level talent, founders must learn to think like headhunters: zeroing in on logic-based career progression, delivering personalized value, and crafting opportunities that align with both professional aspirations and life priorities. 1. Look beyond active job seekers to elevate your leadership team The strongest candidates for C-level and VP roles are almost never looking. These individuals are already leading teams, running P&Ls, and solving complex challenges. But that doesn't mean they're not open to something better. Startups and growing companies can gain a serious advantage by exploring the passive market. Passive candidates often bring stronger business judgment, more relevant experience, and a track record of stability. While they take longer to engage, they typically deliver more long-term value—and help companies skip the costly learning curve that comes with less experienced hires. 2. Use non-traditional outreach to engage top talent Traditional hiring funnels—job boards, LinkedIn posts, and recruiter blasts—rarely reach passive talent. The only way to attract these professionals is through targeted, personalized outreach that speaks directly to their goals and values. That means defining the exact role, industry, and company size you're hiring from—and going to market accordingly. It also means picking up the phone. Executive hiring is relationship-driven. The best results come from warm, specific conversations, not automated requests. Outreach should feel like an invitation to solve meaningful challenges, not a generic job pitch. 3. Make passive talent recruitment a strategic priority In a competitive labor market, startups and mid-size companies often lose out to bigger brands with deeper hiring pipelines. But passive recruitment is one area where agility wins. By committing to outbound hiring efforts, engaging niche networks, and prioritizing leadership succession, smaller companies can build a leadership edge. Passive talent recruitment should be seen as a growth lever, not a side task. Founders who prioritize it—from building industry relationships to enlisting expert help—are better positioned to attract transformational leaders before competitors even know they're available. 4. Align outreach with candidate motivations, not your pitch Passive candidates aren't impressed by vague promises of "making a difference." They're more likely to respond to clearly defined opportunities that make sense based on where they are in their careers. According to Shawn Cole, founding partner and president at Cowen Partners Executive Search, career moves must be logical to be compelling. "Founders often rely too much on sentiment," he explains. "But passive candidates think in terms of progression—compensation, equity, location, leadership, and long-term potential." Cowen Partners frequently fills senior roles by identifying industry-specific leaders and presenting them with high-growth opportunities tailored to their expertise and goals. This approach—rooted in targeted outreach and real-world value—has led to dozens of successful placements across sectors, often with individuals who weren't actively looking but saw a meaningful reason to move. Reach further to lead smarter The best leaders don't wait for talent to find them—and the best hires aren't always raising their hands. For entrepreneurs, tapping into the passive executive market isn't just a workaround—it's a winning strategy. By building relationships, targeting outreach, and aligning your pitch with what truly motivates high performers, you can find the leaders your business needs to scale. The candidates may be invisible to traditional recruiting methods—but they're out there, and they're worth the extra effort.
