The CFO'S Perspective

The pressure on CFOs today is more intense than ever before. Their roles have become increasingly complex amid an uncertain financial landscape, resulting in the kind of financial challenges that CFOs 10 years ago could never have imagined they would be facing today.

Rapidly changing consumer and business purchasing habits have caused demand to fluctuate wildly, nullifying forecasts and ongoing financial projections. At the same time, rising costs on raw materials, packaging, and transportation have cut deeply into the profit margins that CFOs are tasked with managing. And soaring inflation has only exacerbated the challenge of rising costs across all industries.

We came across a recent McKinsey article that provided advice for new CFOs on how to succeed in their first 100 days. Their premise was:

“In recent years, CFOs have assumed increasingly complex, strategic roles focused on driving the creation of value across the entire business. Growing shareholder expectations and activism, more intense M&A, mounting regulatory scrutiny over corporate conduct and compliance, and evolving expectations for the finance function have put CFOs in the middle of many corporate decisions—and made them more directly accountable for the performance of companies. Not only is the job more complicated, but a lot of CFOs are new at it—turnover in 2006 for Fortune 500 companies was estimated at 13 percent. Compounding the pressures, companies are also more likely to reach outside the organization to recruit new CFOs, who may therefore have to learn a new industry as well as a new role.”

And while we agree with this assessment, we feel that it leaves out an important piece of the puzzle: organizational support.

With so much economic uncertainty the employment landscape in 2022 will likely remain tumultuous. Information about how many people are employed, where, and for how much is going to continue to dominate the business news headlines. And much like last year, compensation will be at the forefront of many employees’ minds as they watch their cost of living increase and worry whether their pay will keep pace.

Of course, for the nation’s unemployed, discussions about how compensation may fluctuate this year remain inconsequential. And for small businesses that have been doing their best to absorb rising costs without laying people off or shutting down, the idea of giving raises this year is likely going to be a moot point. But for middle management, executive leadership, and HR personnel at mid-sized to large companies, the question of what to expect in the way of raises remains critical to business planning.

So, what should you plan for a raise this year?

As the year draws to a close, unfortunately, we must bid farewell to some of our nearest and dearest colleagues and friends Tom Varga, Tom Broetje, and Larry Numata.

Each of these men has contributed to our firm in a unique way to power its success. Their contributions to the long-term evolution of our organization will invariably be missed because the years of experience they leave with are not going to be easy to replace.

So, while we selfishly wish they were not leaving, we wish them best in their retirement.

When you need to fill a leadership position, who can help find the right candidate for the role?

Recruiting companies fall into one of two camps, either retained search or contingent search firms. Understanding how these approaches differ is key in determining which is a better fit for your hiring needs.

Over the last 15 years, we have worked with more than 2,000 consulting and search clients, placing CFOs at companies spanning a wide variety of industries. In that time, we have evaluated innumerable recruitment prospects, giving us unique perspective into the types of questions, misconceptions, and concerns that arise during the hiring process. The most common questions we hear are regarding the nature of retained search as prospective clients try to determine what kind of recruiting firm is going to be best for their open role.

Employers that want their employees back in the office again are asking themselves the question, “How do I get my employees to return to work?” However, many employees are asking their employers, “Why should I return to work?” in response.

The resulting dichotomy has created a sticky situation for companies that are facing labor shortages and revenue challenges well over a year and a half into this crisis. For key departments like accounting and finance, the pressure is further elevated because these kinds of skilled roles are a hot commodity right now, making them even harder to replace.

As a CFO you live in the numbers. And like Neo in The Matrix, who can see falling green lines of computer code and read them to construct a picture of the world around him, they make sense to you.

However, when you sit down to present to your CEO, COO, CTO, CRO, CMO, or any other c-suite executive, you need to understand that they may not have the same affinity for numbers that you do. This is especially true when the executive leaders you are presenting to are less financially savvy or new to their roles or the industry.

When “non-numbers-people” see numbers, typically all they take away from it is the numbers themselves. However, when “numbers-people” see numbers, they see the whole picture – the story that the numbers are telling, how the metrics are related, and how they fit into the larger framework.

Knowing how to present to your audience is key in bridging the gap to move the business forward.

These days business owners looking to get an injection of cash into their companies have an almost endless list of possible funding options. However, that does not mean that all business funding options are created equal. They will vary by approval requirements, rates, conditions, payback terms, and other criteria. As a result, knowing the difference between funding types is meaningless without understanding what you hope to gain from securing financing.