Landing your next role in accounting and finance (A&F), human resources (HR), or information technology (IT) requires more than a strong resume (or an AI-generated one). Today’s employers look for candidates, especially in executive positions, who drive measurable business impact: faster decisions, better margins, stronger controls and higher engagement.
This is true for the chief financial officer (CFO) position in particular, as discussed in Cherry Bekaert’s inaugural CFO Survey. The CFO is undergoing a fundamental shift away from traditional "back-office" stewardship toward a strategic "growth architect" role.
Survey respondents emphasized that CFOs now face mounting pressure to reduce manual work, improve data integration and speed up decision-making — expectations that ultimately shape what hiring managers look for in candidates at every level, not just the executive tier. These shifting expectations mean candidates who can speak confidently about accuracy, system improvements or workflow optimization have a distinct advantage in today’s market.
Regardless of the position you are pursuing, collaborating with a recruiter can help you position your experience effectively, demonstrate impact, and navigate interviews and offers with confidence. Below, Cherry Bekaert’s Recruiting & Staffing Services team provides six tips for job seekers (working with their recruiters) to stand out and get hired.
1. Target Roles Where Your Impact Shows Fast
Work with your recruiter to target roles where you can show 90-day wins, such as improving reporting, reducing risk or speeding up hiring cycles.
Many finance leaders surveyed report that early wins, such as reducing reliance on manual spreadsheets, improving forecast accuracy, or accelerating monthly close timelines, directly influence hiring decisions, especially in environments prioritizing modernization. Candidates who can point to specific instances where they strengthened a data process, automated a reporting step or optimized a workflow stand out immediately.
2. Build Two Proof Stories That Hold Up Under Scrutiny
From the recruiter’s perspective, some candidates undersell how their work connects to business outcomes. A strong proof story bridges this gap and differentiates you quickly. Your proof stories should reflect not only what you achieved but how you engaged with tools, data sources or cross department partners to get it.
To develop these stories, use the what/how/impact format:
- What you built or fixed
- How you did it (e.g., tools, collaboration)
- Impact (e.g., time saved, margin lifted, risk reduced)
3. Negotiate Total Compensation — Not Just Base
Your recruiter benchmarks compensation and helps you frame bonus, paid time off (PTO), benefits and flexibility, linking each request to your value and available market data, such as Cherry Bekaert’s 2026 Salary Guides, which offers insights into the latest compensation trends broken down by industry and key regions.
Benefits now make up roughly 30% of total compensation, so they are a significant consideration for candidates. At the same time, employers are balancing pay transparency and internal equity, which means your negotiation strategy must be value linked and data supported. If base salary flexibility is limited, many organizations are increasing their use of sign-on bonuses, professional development stipends or added PTO as negotiation levers.
According to Cherry Bekaert’s CFO Survey, retention challenges are a top concern for employers, so organizations expect strong candidates to negotiate thoughtfully and come prepared with market backed asks.
4. Demonstrate Hybrid Work Mastery and Reliable Collaboration
Show how you approach hybrid work and balance focused tasks with stakeholder collaboration. Hybrid performance is not just about availability; you need to discuss how you align across teams relying on shared data, integrated platforms and real time communication. Demonstrate how you keep work flowing smoothly in distributed environments. A recruiter can help you present this clearly in interviews.
For example, you could reference a time you coordinated cross-department work across locations, used dashboards or workflow tools to keep stakeholders aligned or reduced meeting load by implementing clearer communication routines.
5. Prep Materials for Decision Makers
Help executives or hiring managers see exactly how you will contribute to their modernization roadmap. Decision makers prioritize clarity and measurable value, so highlighting what improved (e.g., forecast accuracy, cycle time, cash flow visibility, process reliability) helps executives see exactly how you will contribute to their roadmap, and you can present this in your resume or LinkedIn.
Many hiring managers still cite poorly prepared resumes and generic thank you notes as differentiators against candidates. Small touches, done well, set you apart. Even small details (clean formatting, error-free writing or personalized takeaways) signal professionalism to hiring managers who review dozens of applicants.
Our recruiters’ suggestions for materials to prep ahead of time:
- Resume: List outcomes first, tools last
- LinkedIn: Add a Projects section
- Thank-you Note: Five lines, one clear outcome you’d deliver in 90 days
6. Use the Interview To Assess Fit and Decision Speed
The interview process quality often reflects culture maturity. Ask recruiter-recommended questions about outcomes, ownership and decision speed, so you know what to expect from the process. Many organizations struggle with slow decision cycles, unclear data ownership or fragmented systems. Your interview is an opportunity to determine whether the environment empowers you to perform or reveals it may hinder the impact you’re being hired to make.
Candidate Checklist: 2026 Career Search Advice
- Choose two target roles and write two proof stories
- Benchmark total compensation with your recruiter and prepare three to four asks beyond base
- Document your hybrid rhythm and reference it in your thank-you email
- Update resume bullets to outcomes-first; tools last
- Prepare three focused questions about outcomes, ownership and how the company communicates
2026 Job Search FAQs
Job seekers now have access to a myriad of AI-powered tools and resources to help them strategically navigate the job hunt process and stand out to employers. But keep in mind, the best way to stand out is to lead with outcomes you delivered, then the tools.
Several executive roles are transforming from compliance functions to strategic partners. Therefore, systems literacy, stakeholder influence and measurable impact will be top priorities for hiring employers.
For example, our Recruiting & Staffing team assisted with a candidate search for a CEO seeking a “rising star” finance hire.
Utilizing our 2026 Salary Guides, benchmark ranges and present a value-linked package (base + bonus + benefits).
How Cherry Bekaert Can Help You Advance
We place candidates in temporary, permanent and consulting roles across A&F, HR and IT. Work with our recruiters to target the right opportunities, strengthen your proof stories and negotiate offers with confidence.
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