Why Top Finance Talent Isn’t Applying Anymore – And How Companies Should Respond

When I first stepped into finance recruitment, I expected the usual: write a job ad, post it online, and wait for strong CVs to roll in. Simple, right?
But the reality was different.

Even in a market full of skilled professionals, the very best candidates, the ones companies are eager to hire, weren’t applying. Not in the numbers you’d expect. And definitely not to just any role.
Here’s what I’ve learned from speaking to both clients and candidates about why top finance talent seems invisible, and what businesses can do to reach them.

They’re not job hunting – they’re job listening.

Most high-performing finance professionals are already in stable roles. They’re delivering results, growing their responsibilities, and often being actively retained. They’re not refreshing job boards, but they are open to hearing about the right opportunity if it’s compelling enough.

Job ads are blending into the background.

Generic language like “great culture” or “dynamic team” doesn’t cut through anymore, especially for candidates who’ve seen it all before. The best talent is asking deeper questions:

• What makes this role meaningful?
• Who will I be learning from?
• What’s the team’s track record?

If a job description doesn’t speak directly to them, they’ll scroll on.

The hiring process often turns them off.

Delays in feedback, unclear salary ranges, or multiple interview rounds with no real purpose, these are red flags for top candidates. In today’s market, they’re evaluating companies as closely as companies evaluate them. And when something feels inefficient or vague, they lose interest.

So, what can companies do differently?

If your job ads aren’t attracting the right people, you’re not alone, but the solution isn’t just better ads. It’s a better overall approach.

Think proactive, not reactive.
The best candidates aren’t applying, they’re being approached. Partnering with recruiters who know how to start meaningful conversations is key.

Be specific and candidate-focused.
What’s in it for them? Lay out clear growth paths, leadership exposure, work-life balance, or real project impact. Make it feel personal and relevant.

Streamline the experience.
Quick, clear, and respectful communication makes a big difference. Top candidates don’t want to feel like they’re chasing updates or stuck in a black hole.

Final Thought

The way people explore new roles is evolving, especially in finance. To find and engage top talent, companies need to move beyond “post and pray”, and start telling the kind of story great candidates actually want to hear.

If you’re hiring in finance and not seeing the response you hoped for, I’d be happy to share more insights or help you rethink your strategy. Let’s connect, contact sam@akkar.com.