CFOs Love Flexible Working Models Too

Stay Sharp. Welcome to Executive Edge.

It’s all over the executive search airwaves! Remote work vs. hybrid work vs. in-office work. Every business must decide what to offer, knowing they’ll need to trade some advantages for certain disadvantages.

In our last edition, we explored why CFOs with private equity and mergers & acquisition experience are in high demand. Now, Transcend Search & Strategy is lifting the veil on what finance executives and CFOs want from their employers and how companies can weigh the pros and cons to find the right fit. 

Key Takeaways

• Finance executives value flexibility in work arrangements, just like professionals in other fields
• Companies insisting on in-office-only models must be prepared for trade-offs
• Transparency about work arrangements is crucial for successful hiring and retention
• Specific strategies can help finance leaders thrive in remote/hybrid environments

The Human Side of Finance Leadership

66% of financial leaders would consider leaving their roles if required to return to the office full-time.

Finance executives, like everyone else, value flexibility in their workplace. They have families, lives, and interests outside of their professional lives. The shift toward flexible work reflects a broader change in workplace expectations. The ability to balance professional responsibilities with personal life has become a key factor in job satisfaction and retention. It’s an expectation that significantly influences career decisions at every level.

Today’s finance leaders are adapting to remote environments while maintaining strategic oversight.

True leadership is defined by abilities and skills that apply in today’s digital environment, in or out of the office.

Today’s C-Suite, particularly CFOs, have developed skills to maintain effective communication and leadership in digital-first environments. They leverage technology to stay connected with their teams, sometimes utilizing virtual “open-door” hours and regular check-ins. This approach allows them to remain accessible and drive strategic initiatives across geographies, tapping into leadership skills honed through years of digital engagement

Inflexibility Costs Money

Companies embracing hybrid models report 25% lower turnover rates compared to those mandating full-time in-office work.

Organizations insisting on full-time, in-office roles face significant trade-offs. They limit their access to top-tier talent by shrinking the candidate pool—at least 50% of potential candidates won’t consider roles without flexibility.

Moreover, they risk losing good people. If an employee is unhappy with an inflexible working model and a recruiter calls on them, they’re going to at least listen to what else is out there.

Flexible work arrangements correlate with better retention of high-performing people.

One CFO client shared that when his company announced a mandatory return-to-office policy, he proactively recommended raises across the board to mitigate potential attrition.

As highlighted in our conversations with clients, companies requiring full-time office attendance often need to offer higher salaries—10-15% above market rates—or additional benefits like increased PTO to attract and retain talent. 

Transparency Rules the Role

43% of CFOs surveyed see hybrid working as a cost-saving measure.

Transparency about work arrangements is critical throughout the hiring process. Companies must clearly communicate whether a role is remote, hybrid, or in-office—not just with candidates but also with their executive search partners. When expectations don’t align, offers get rejected, the process can fail, and everyone’s time is wasted.

Clear communication about work policies fosters trust and ensures successful placements.

If a role is advertised as hybrid but requires at least four days in the office, that’s not hybrid.

Companies must operate with complete transparency when preparing job descriptions, ensuring clarity at all levels of the organization. This transparency should extend to any executive search firm they partner with, fostering alignment and making the entire recruitment process more efficient and effective.

What’s Next for CFOs?

70% of companies now operate on a hybrid or fully remote model.

Remote or hybrid work is standard for finance leadership roles, and will be for years to come. Anything else is a compromise on the part of your candidates. Everything about it reduces costs and improves employee satisfaction. 

There is more on the current trends in finance and accounting leadership in Transcend Search & Strategy’s market report, Finance & Accounting Trends Shaping the 2025 C-Suite.