The New Expectations of Finance Candidates and How to Meet Them

In today’s current accountancy and finance market, technical ability is only one piece of the puzzle. The best candidates are not just looking for a job, they’re looking for the right fit. What employers offer beyond salary is playing a bigger role in decision-making than ever before.

Here are four key themes shaping candidate expectations, and practical ways to align your hiring approach.

1. Flexibility Is No Longer Optional

Remote and hybrid working arrangements have moved from 'nice to have' to essential. Many finance professionals are willing to walk away from an offer, or not engage at all, if flexibility isn’t clearly on the table.

Why it matters:
Professionals are balancing demanding workloads with family life, study, commutes, or mental wellbeing. Flexibility is about trust as much as logistics.

What you can do:

• Be specific about your working model in job ads and interviews

• Offer flexibility with accountability, output-based expectations often work better than fixed hours

• Avoid vague promises like “we’re flexible for the right person” unless you can back them up

2. Purpose and Culture Are Becoming Dealbreakers

Many finance professionals, especially early to mid-career, are seeking roles where they feel part of something meaningful. That might be a growing business, a values-driven mission, or a culture that genuinely supports people.

Why it matters:
Purpose provides a sense of direction and connection. Candidates want to know that their contribution matters beyond routine reporting.

What you can do:

• Communicate your company’s direction and what it stands for

• Share how finance fits into wider business goals

• If your culture is a strength, make it visible — talk about team wins, internal recognition, or how you handle challenges

3. Career Development Is Front of Mind

The days of waiting years for progression are fading. Ambitious candidates want a clear path, not just a title change, but broader experience, support with qualifications, and exposure to commercial work.

Why it matters:
When candidates don’t see growth, they start planning their exit. Clarity on development can be the deciding factor between your offer and someone else’s.

What you can do:

• Map out progression routes for the role you’re hiring

• Set expectations for what 6, 12, and 18 months could look like

• Don’t assume people know there’s room to grow, spell it out early

4. Transparency Builds Trust

Candidates are better informed, more connected, and more selective than ever. That means they’re looking for honesty about expectations, processes, culture, and pay — and they can tell when something’s being glossed over.

Why it matters:
Transparency sets the tone. It’s the difference between someone feeling excited to join, or hesitant about what’s being left unsaid.

What you can do:

• Share a realistic picture of the role, including challenges

• Be upfront about the hiring timeline, salary range, and interview format

• Give honest feedback to unsuccessful candidates, it reflects well on your brand

Meeting candidate expectations doesn't mean bending to every demand. It means understanding what today's finance professionals value and presenting your offer clearly and confidently. In a competitive market like Northern Ireland’s, that level of clarity and alignment can make all the difference.