A CFO’s hiring checklist

Building a high-performing finance team requires more than filling open positions. It requires a deliberate approach to workforce planning, hiring, leadership, and retention.

Use the checklists below to evaluate your current approach and identify opportunities to strengthen your finance team.

Hiring checklist

Evaluate your hiring strategy by asking:

☐Do we have the right team structure to support our business goals?

☐ Are we proactively building talent pipelines before hiring needs arise?

☐ Do we consistently evaluate both technical expertise and leadership potential?

☐ Is our interview process structured and consistent?

☐ Are we leveraging the right hiring solutions for each business need?

Do we have the right team structure to support our business goals?

Are we proactively building talent pipelines before hiring needs arise?

Do we consistently evaluate both technical expertise and leadership potential?

Is our interview process structured and consistent?

Are we leveraging the right hiring solutions for each business need?

Leadership checklist

Evaluate how you're developing and supporting your team:

☐ Are new hires set up for success through effective onboarding?

☐ Does our team have clear expectations and accountability?

☐ Are we developing future finance leaders?

☐ Do employees have opportunities to grow and take on new challenges?

☐ Do leaders empower employees instead of micromanaging?

Are new hires set up for success through effective onboarding?

Does our team have clear expectations and accountability?

Are we developing future finance leaders?

Do employees have opportunities to grow and take on new challenges?

Do leaders empower employees instead of micromanaging?

Retention checklist

Assess whether your retention strategy supports long-term success:

☐ Is our compensation strategy competitive?

☐ Do employees feel recognized for their contributions?

☐ Are career paths clearly defined?

☐ Do we regularly seek employee feedback through stay interviews or career conversations?

☐ Are we creating a culture where employees want to stay and grow?

Is our compensation strategy competitive?

Do employees feel recognized for their contributions?

Are career paths clearly defined?

Do we regularly seek employee feedback through stay interviews or career conversations?

Are we creating a culture where employees want to stay and grow?