One of the most interesting conversations I have with hiring managers across Suffolk is around what they value most when recruiting for mid-level finance positions.
If you had to choose between:
- A technically strong accountant with excellent reporting and analytical skills who needs to develop their communication and influencing abilities, or
- A commercially minded finance professional who builds strong stakeholder relationships but has gaps in their technical knowledge
Which would you hire?
For roles such as Management Accountant, Finance Manager and Finance Business Partner, there isn't a straightforward answer.
The Evolving Role of Finance
The days when finance professionals were expected to simply produce reports and explain variances are largely behind us.
Today's finance teams are increasingly expected to influence decision-making, challenge stakeholders and provide insight that helps drive business performance.
As a result, employers are often looking for professionals who can not only produce accurate financial information but also communicate what the numbers mean and how the business should respond.
The Case for Technical Expertise
Strong technical skills remain the foundation of any successful finance function.
Professionals with solid technical capability can:
- Deliver accurate management accounts.
- Support budgeting and forecasting processes.
- Improve financial controls.
- Analyse complex financial data.
- Build confidence in decision-making through reliable reporting.
For businesses going through growth, change or process improvement, technical expertise can be invaluable.
After all, if the numbers aren't right, it's difficult to make the right decisions.
The Case for Commercial Influence
On the other hand, technical skills alone don't always create the greatest impact.
The most effective Management Accountants and Finance Business Partners are often those who can take financial information and turn it into meaningful business insight.
They're able to:
- Build relationships across departments.
- Influence non-finance stakeholders.
- Challenge decisions constructively.
- Support operational and strategic objectives.
- Drive improvements across the wider organisation.
Many hiring managers tell me they can help someone develop technical knowledge. Developing natural communication skills, confidence and commercial awareness is often far more difficult.
The Best Candidates Usually Combine Both
In reality, the strongest finance professionals tend to have a balance of technical competence and commercial awareness.
They understand the numbers but also understand the people behind them.
The challenge for employers is identifying which capability is most important today and which can be developed over time.
A newly qualified Management Accountant may have exceptional technical skills but need exposure to stakeholder management.
An experienced Finance Manager may excel at influencing decision-makers while needing support in a particular technical area.
Neither is necessarily the wrong hire. It depends on the needs of the business, the structure of the finance team and the long-term goals of the organisation.
What This Means for Candidates
For finance professionals looking to progress their careers, technical ability will always be important. However, career progression often depends on more than qualifications and accounting knowledge.
Ask yourself:
- Can I explain financial concepts to non-finance colleagues?
- Have I influenced business decisions?
- Can I demonstrate commercial impact?
- Do I understand the wider goals of the business?
The professionals who progress most successfully are often those who combine strong technical foundations with the ability to influence and partner with others.
How a Recruiter Can Help
As a recruiter specialising in part-qualified and qualified finance professionals across Suffolk, my role goes beyond matching CVs to job descriptions.
Supporting Employers
We help businesses:
- Define what success truly looks like in a role.
- Identify the balance between technical and commercial skills required.
- Assess candidates beyond qualifications and job titles.
- Provide market insight on available talent.
- Find professionals who can make a long-term impact.
The best hire isn't always the candidate who ticks every box. It's often the candidate whose strengths align best with the needs of the business.
Supporting Candidates
We help candidates:
- Understand their value in the current market.
- Highlight achievements beyond month-end reporting.
- Showcase both technical and commercial strengths.
- Position themselves for progression into more senior roles.
- Find opportunities that align with their long-term career goals.
Sometimes the biggest challenge isn't capability; it's effectively communicating the value you bring.
Final Thoughts
For mid-level finance hiring, I don't believe the decision should be technical expertise or commercial influence.
The real question is:
Which capability is most important for your business right now, and which can be developed over time?
The best Management Accountants, Finance Managers and Finance Business Partners are those who can produce robust financial information and use it to help the business make better decisions.
I'd be interested to hear your thoughts.
When hiring for a mid-level finance role, would you prioritise technical excellence or commercial influence?
