Partnership-led hiring delivers real results. With the market for finance jobs in London more divided than ever, Head of Finance & Accountancy Recruitment Lawrence Molyneux shares what businesses need from finance recruitment partners right now.
Strong finance recruitment directly impacts business performance, and it’s the quality of financial leadership that determines how organisations handle market volatility, seize growth opportunities and maintain operational standards. For CFOs, CEOs and HR leaders, partnering with the right recruitment specialist can turn protracted searches into decisive hires that deliver immediate impact.
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A People-First Approach to Finance Recruitment
Lawrence Molyneux partners with senior leadership teams to deliver specialist accounting and finance recruitment services in London and across the UK. As part of an established, founder-led B Corp-certified recruitment firm, Lawrence takes a people-first approach in an industry where technical skills and authenticity matter equally.
We sat down with Lawrence to hear more about his journey, insights on the market and what makes great partnerships in finance recruitment.
Deep Finance Recruitment Expertise Across All Levels
Lawrence’s route into financial recruitment reflects his natural affinity for people-led work.
“I’ve always had a sales and people-led background, so finance recruitment was a natural progression for me,” he explains. “I spent years at a finance and accounting specialist firm in London, which gave me comprehensive exposure across all levels within finance, from junior positions right through to C-suite appointments.”
That breadth of experience proved invaluable. Lawrence gained a deep understanding of finance functions, their structures and outputs, covering transactional AP/AR and credit control, financial and management accounts, controls, tax, commercial finance and FP&A, Director level and C-suite, eventually specialising in mid-senior level placements where strategic impact is most pronounced. His track record includes placing finance directors, heads of financial control and senior business partners across sectors ranging from entrepreneurial SMEs to established corporates.
When the opportunity arose to build CMG’s finance offering, the decision was straightforward.
“Taking something established and reputable, then shaping a new division within it – that combination of challenge and platform was exactly what I was looking for,” he says.
Specialising in finance recruitment in London and across the UK has positioned him as a trusted partner for organisations navigating one of the most competitive talent markets to date.
Building Partnerships That Deliver Business Impact
As Head of Finance Recruitment, Lawrence leads CMG’s specialist recruitment practice with a focus on building trusted partnerships with CFOs, Directors and business leaders. His role centres on matching top finance professionals with organisations where they can drive genuine business outcomes, whether that’s strengthening financial controls, building FP&A capability, driving strategic decision making or leading change initiatives.
What distinguishes Lawrence’s approach is his utilisation of CMG’s cross-functional market intelligence. “We’re business consultants as much as we are recruiters now,” he notes. “Having multiple specialist verticals means we get a complete view of how a business is structured and performing, which means we can spot gaps or opportunities in resourcing that single-function recruiters miss entirely.”
CMG’s interconnected structure means Lawrence and his team maintain active dialogues with senior leaders across finance, HR, technology, marketing and operations. “When we’re working across these functions, the entire senior leadership team is aware, in some capacity, of hiring needs. That interconnectedness feeds better market insight, stronger client understanding and allowing for better candidate pipelines,” he explains.
“We’ve ranked as number one supplier across many verticals and have worked alongside top tech giants and the BBC, which demonstrates the calibre of CMG’s candidate network.” This gives finance clients access to high-quality professionals who bring both technical input and much-needed commercial acumen.
Addressing Finance Recruitment Market Challenges and Skills Shortages
Current hiring trends in accounting and finance recruitment reveal a pronounced market divide. “The hardest roles to fill are the technical ones; financial reporting, controls and tax,” Lawrence observes. “Candidates overwhelmingly prefer business-facing positions. ‘Commercial’ seems to be the word of the moment in this regard. Everyone wants commercial finance or business partnering roles where they’re influencing decisions rather than processing numbers.”
Lawrence actually cautions candidates against overlooking these technical aspects. “What I always tell candidates is if your long-term ambition is to step into an FD or CFO position, you can’t afford to sidestep the technical foundation. The market might favour commercial roles right now, but leadership demands that accounting and controls expertise.”
The challenges organisations face in securing senior finance talent and executive search success stem from three pressing skills gaps:
- Data analytics and financial modelling: “Businesses are drowning in data but struggling to find professionals who can convert it into actionable insights. Interpretation and strategic recommendations are gold,” Lawrence explains.
- AI fluency and automation oversight: As AI in the workplace handles repetitive tasks such as reconciliations and invoicing, finance teams require different capabilities. “Finance professionals are being asked to focus on oversight, exception management and strategic analysis. That requires a different skill set entirely,” he notes.
- ESG and sustainability reporting: “This has moved from optional to mandatory, driven by regulators and investors. But there’s a real shortage of finance professionals who take the time to understand the frameworks and can implement them properly”.
While resources from leading bodies and institutes like ICAEW, AICPA & CIMA and ACCA help teams build internal capabilities, finding candidates who already possess this expertise remains Finance’s primary challenge.
How does Lawrence help companies take on these issues?
Through detailed briefing, headhunting methodology and rigorous candidate screening process. A recent placement at an entrepreneurial sports and leisure business exemplifies his approach. The role had been on the market for months through another reputable global specialist. “The market had essentially been exhausted, but we backed ourselves on our methodology and network,” Lawrence recalls.
“We started with an in-depth brief to understand the non-negotiables. In this case, sector experience was essential. Within a month, we’d secured the right candidate.” The distinguishing factor here was the thorough screening, which revealed the candidate’s primary motivators were flexibility and travel costs due to a young family – factors that had likely caused other agencies to overlook them.
Why does Lawrence believe jobs in finance require a tailored recruitment approach?
“Leadership quality is the defining factor,” he states. “Candidates want leaders with clear vision, who are driven and motivated, but also strong coaches and mentors. Supportive, inviting workplace cultures where people feel genuinely valued are what tips the balance. Being able to convey these elements whilst tailoring your approach to market secures the best talent.”
This philosophy extends beyond candidate placement to his own leadership style too. What motivates Lawrence as a leader in recruitment is the tangible business impact of getting placements right. “My openness and honesty is sadly something you just can’t convey through a LinkedIn profile. In a competitive jobs market, you need frank dialogue with hiring managers, TA teams and candidates to set realistic expectations. Only then can you actually achieve them,” he explains.
The guiding principle behind his work is transparency. “Going to market with unachievable mandates wastes everyone’s time. A detailed initial conversation and a structured plan are non-negotiable if you want results.”
Why CMG Delivers Better Financial Recruitment Outcomes
Career Moves Group’s structure offers distinct advantages for finance recruitment. The division setup delivers the best of both worlds: specialist finance expertise combined with broader market intelligence across Tech, HR, Marketing, Design and Office Support. This cross-pollination taps into professionals with hybrid skill sets, which is increasingly important as finance positions demand some fluency with technology.
For CFOs, HR leaders, and executives seeking a strategic partner in accounting and finance recruitment strategies, Lawrence and the CMG Finance team offer specialist expertise backed by cross-functional market intelligence. We are one of the leading recruitment agencies in London that oversee your recruitment success from start to finish, helping you find suitable candidates who can transform your business.
Our method combines deep sector knowledge with authentic values that matter to today’s senior finance professionals. “Our certifications represent who we are, our inclusive people led approach, they are not marketing tools,” Lawrence emphasises.
Lawrence Molyneux, Head of Finance & Accounting Division, Career Moves
Lawrence is a seasoned Finance & Accounting recruitment professional serving as the Head of Division, boasting nearly a decade of dedicated experience in the field. His extensive expertise transcends various sectors, ranging from large global corporations to scaling businesses, naturally complementing Career Moves existing and growing client base.
Finance Recruitment – Frequently Asked Questions
Why should businesses partner with a specialist in accounting and finance recruitment?
Specialist recruiters offer a forensic understanding of finance functions from transactional level through to C-suite level. At CMG, our cross-functional intelligence provides us with an understanding of financial services leadership necessities in the context of how a business functions. This perspective, with our headhunting methodology, along with a rigorous candidate development program, provides placements that the single-function model may have missed. The most damaging mistake organisations make here is a lack of process clarity. Choosing the right consultancy from the outset saves considerable time and resources whilst ensuring stakeholder alignment throughout.
What makes finance jobs in London particularly competitive?
London finance hiring grew 10% recently, with IT roles in accounting and consulting firms surging 39% as digital capabilities become essential. The combination of strong FP&A capabilities and experience leading large-scale change is seen as “premium” within the current market. Finance professionals looking to develop these emerging competencies can access training resources through ACCA’s professional development programmes.
How does a B Corp-certified recruitment firm bring a fresh perspective to hiring?
As a B Corp-certified firm, we reflect authenticity and integrity. This resonates strongly with senior finance candidates who increasingly evaluate employers and partners based on values alignment. Our certifications create meaningful common ground with businesses prioritising diversity, inclusion and purpose-driven operations. Candidates scrutinise a business’s ethos, sustainability credentials, and mental health support when making career decisions.
What advice would you give HR leaders seeking finance talent?
The number one problem is a lack of clarity in the process. Teams are stressed, timelines get extended, and you lose candidates at the end. Good candidates are in high demand, and ambiguous and inconsistent processes are instant red flags. Therefore, it’s important to invest time in detailed early conversations and plan processes out to ensure that hiring managers, HR and senior leadership have agreed on a shared definition of success before entering the market.
What qualities do top CFO and finance candidates share?
The strongest candidates demonstrate technical foundation with clear commercial acumen. They’re values-driven, scrutinising business ethos, diversity commitments, sustainability credentials and mental health support. They seek leaders who are strong coaches and mentors within supportive cultures. Base salary alone doesn’t win these quality candidates.
What is finance recruiting?
Finance recruiting is the process of sourcing, attracting, and placing skilled professionals into roles across the financial sector – from accounting and audit to investment, risk, and commercial finance.
What does a finance recruiter do?
A finance recruiter identifies talent with the right technical expertise and commercial acumen, manages the hiring process end-to-end, and matches candidates to roles that align with their experience, career aspirations, and cultural fit.
Is it difficult to get a job in finance?
Finance is competitive, but not inaccessible. With the right qualifications, relevant experience, and support from a specialist finance recruitment partner, candidates can successfully navigate the market and secure strong opportunities.
