5 Mistakes Agencies Make When Hiring Finance Roles
Hiring the right finance talent can unlock growth and improve your commercial decision-making. It also brings structure to creative chaos... But too often, agencies fall into traps that lead to mismatched hires, wasted money, and endless frustration. And they could all have been avoided if they’d just turned to a specialist.
If you’ve ever rehired for the same role twice in a year, or onboarded someone great on paper who didn’t quite click in reality, this is for you…
Mistake #1: Focusing only on technical skills
It’s tempting to prioritise qualifications, systems knowledge, and how many ERPs someone has used. But finance in a creative agency isn’t just about ticking boxes. What really drives value is commercial thinking: someone who can partner with the senior team, influence client decisions, and challenge the numbers that don’t stack up. A technically brilliant accountant who can’t engage with creatives or talk margins in plain English won’t get far.
How to get it right: Look for a balance of technical ability and business acumen. Your best hire might not have every credential but they’ll know how to make your numbers work harder.
Mistake #2: Overlooking cultural fit
Creative agencies move fast. They’re collaborative, often ambiguous, and full of big personalities. Someone that’s used to a more corporate finance function may find that jarring, or simply ineffective. A poor culture fit can quickly lead to disengagement, slow onboarding, and higher turnover.
How to get it right: Go beyond the CV. Think about their communication style, adaptability, and attitude. Can they hold their own in a pitch meeting or roll with the last-minute brief change?
Mistake #3: Rushing the process
Finance hires are often made in a panic. Someone’s left, the numbers aren’t adding up, or a client’s just asked for detailed reporting… and they want it yesterday. But rushing leads to the wrong fit. You lose more time rehiring and damage internal confidence along the way.
How to get it right: Plan ahead. Define what the role needs now and in future, vet properly, and don’t skip stakeholder involvement. Your Head of Ops or Client Director may have valuable input here.
Mistake #4: Forgetting to sell the role
Top finance candidates aren’t desperate. In fact, the best ones usually have multiple offers, often from more stable industries with higher salaries. Yet agencies sometimes treat finance recruitment like a one-way interview. Vague job specs, unclear progression, and no real sense of the agency’s mission make it hard for good hires to say yes.
How to get it right: Sell the role, showcase the culture, and talk career development. Make the impact of the role crystal clear and show that you treat your candidate experience like a client pitch… because it is.
Mistake #5: Thinking short-term
It’s easy to just fill a gap. But hiring someone who only suits your needs in this moment often creates bigger problems later, especially if you’re planning to scale, restructure, or take on more complex clients. You’ll either outgrow the hire too quickly, or they’ll feel stuck and leave.
How to get it right: Hire for the next 12-24 months, not just the next quarter. Think about how the role might evolve, and look for someone who can grow with the business.
Get It Right the First Time
Hiring mistakes cost agencies time, money, and momentum but they’re easily avoidable. Focus on both technical and commercial skills, prioritise culture, and take your time to sell the opportunity to the right candidate. And of course… plan ahead.
If you’re not sure where to start, or just want to avoid the usual pitfalls, work with someone who understands what great finance talent looks like in the creative industry. That’s exactly what we do at Harmonic. To find out more, get in touch with Jack Watson today.
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