If Charlotte hiring managers had a crystal ball, they’d be smart to ask it what Accounting and Finance professionals expect from their employer.  Although we’re a market teeming with fantastic finance minds, hiring them isn’t as simple as one might expect.  While compensation remains an important part of every offer, today’s candidates are evaluating far more than a paycheck when deciding whether to make a career move. For hiring managers and HR leaders, that’s both the challenge and the opportunity.

The organizations consistently attracting top Accounting and Finance talent understand that candidates are asking a much bigger question than, “How much does this job pay?” Instead, they’re asking:

• Will I grow professionally?
• Will I enjoy working with this leadership team?
• Does this company invest in its people?
• Is there flexibility in how I work?
• Can I make a meaningful impact?

At Sherpa, we’ve spent more than 25 years helping Charlotte-area employers hire Accounting and Finance professionals. Through thousands of conversations with candidates, from Staff Accountants and Senior Accountants to Controllers, FP&A professionals, and CFOs, we’ve gained valuable insight into what motivates today’s professionals to accept (or decline) an opportunity.

In this first article of our three-part series, we’ll explore why compensation is still important, but no longer enough on its own.

The Market Is Still Highly Competitive

Charlotte continues to be one of the country’s strongest financial and business markets. From national financial institutions to privately held manufacturers, construction firms, healthcare organizations, professional services companies, and private equity-backed businesses, organizations across the region continue to compete for experienced Accounting and Finance professionals.

At the same time, today’s finance departments are evolving. Companies are asking their accounting teams to do much more than close the books. Professionals are expected to provide meaningful business insights, improve reporting, streamline processes, leverage technology, and support strategic decision-making. That means employers aren’t simply looking for accountants. They’re looking for business partners – and top talent is very in demand.

Many experienced Accounting and Finance professionals receive regular outreach from recruiters, colleagues, and hiring managers. Even if they aren’t actively searching for a new position, they’re often willing to listen if the right opportunity comes along.  That’s why employers should think beyond filling an opening.  They need to create an opportunity that’s worth leaving a good job for.

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“The accounting and finance professionals who are most in demand typically aren’t applying to dozens of jobs. They’re being approached regularly by employers. Companies have to create an opportunity that gives someone a compelling reason to make a move.”

— Alissa Farrow, Delivery Excellence Manager

Compensation Still Matters – But It’s Only the Starting Point

Let’s address the obvious. Yes, compensation matters.

Experienced Accounting and Finance professionals understand the value of their skills, and they expect to be compensated fairly based on their experience, responsibilities, and contributions. But one of the biggest changes we’ve seen over the past several years is that compensation is no longer viewed as a single number. Candidates are evaluating the entire employment experience.

That includes taking a wholistic look at:

• Competitive base salary
• Performance bonuses or incentive plans
• Healthcare benefits
• Retirement savings programs
• Paid time off
• Professional development opportunities
• Flexibility
• Career advancement
• Leadership quality
• Company stability

When employers focus only on salary, they often overlook the factors that ultimately influence a candidate’s final decision.

Consider these two hypothetical opportunities.

Company A

• Slightly higher salary
• Limited flexibility
• Narrow job responsibilities
• Little visibility to leadership
• Unclear opportunities for advancement

Company B

• Competitive salary
• Strong leadership team
• Exposure to executive decision-makers
• Opportunity to improve processes
• Defined career path
• Collaborative culture

Many experienced professionals would choose Company B – not because it pays the most, but because it offers the greatest long-term opportunity.  That’s an important distinction.

Rather than asking,

“How do we pay more?”

Hiring managers should consider asking,

“How do we create an opportunity that talented professionals want to be part of?”

That shift in thinking often changes the entire hiring conversation.

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“Compensation gets candidates interested, but the overall employee experience is what closes the deal. Organizations that recognize this consistently attract stronger talent.  Today’s Accounting candidates know their value in this market and are willing to wait for the right opportunity.”

— Lisa Hildreth, Managing Director / Partner

Flexibility Has Become Part of the Compensation Conversation

Another major shift in today’s hiring market is how candidates define compensation. Increasingly, flexibility is viewed as part of the total rewards package. Accounting and Finance professionals aren’t necessarily demanding fully remote positions. Instead, they’re looking for employers that demonstrate trust, adaptability, and an understanding of how work gets done most effectively.

Questions candidates frequently ask include:

• Is this role fully onsite or hybrid?
• How does your organization define flexibility?
• What does collaboration look like?
• Are employees trusted to manage their schedules responsibly?

Interestingly, many candidates appreciate being in the office for collaboration, mentorship, and relationship building.  What they don’t want is rigid policies with little explanation or purpose. Employers who clearly communicate why their workplace model exists often generate more positive responses than employers who simply state their policy.  Transparency builds confidence.

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“The conversation has shifted from, ‘Do you offer remote work?’ to, ‘How does your organization define flexibility?’ Candidates want to understand the philosophy behind your workplace culture.”

— Liz Emanuel, Senior Recruiting Manager

Building a More Competitive Opportunity

When employers think about attracting Accounting and Finance talent, it’s easy to focus on salary negotiations. However, the strongest hiring strategies begin much earlier. Before posting your next opening, consider asking your leadership team these questions:

• Why would someone leave a good job to join our organization?
• What makes our opportunity different?
• How do we support career development?
• What type of leadership experience will this individual have?
• Are we clearly communicating our culture and values?

Organizations that can confidently answer those questions are often far more successful in attracting high-performing professionals. Because today’s candidates aren’t simply comparing salaries – they’re comparing futures.

Looking Ahead

Compensation and flexibility may get candidates interested, but they’re only part of the decision-making process.

In Part Two of this series, we’ll explore three additional factors that often determine whether candidates accept an offer:

• Career growth opportunities
• Investments in technology and innovation
• Why candidates are interviewing your company just as much as you’re interviewing them

These are often the deciding factors between an accepted offer and a declined one.

Ready to Attract Stronger Accounting & Finance Talent?

The best candidates aren’t just evaluating jobs – they’re evaluating employers.

If you’re planning to hire Accounting and Finance professionals in the Charlotte market, Sherpa can help you understand what today’s candidates expect and how to position your opportunity for success.

Contact Sherpa today to learn how we can help you attract, hire, and retain exceptional Accounting & Finance talent.