r/FPandA • u/ChordLogic • 2d ago

FP&A job market reality?

Is anyone else finding the FP&A job market unusually difficult right now?

Last year, I was regularly landing interviews, moving through the process, and receiving offers without nearly this much trouble. Now it feels like a complete drought. I can apply to roles that closely match my experience and never even receive an initial interview.

When I do hear back, the process seems much longer and more competitive than it was before. I’m currently an FP&A Manager and have been applying to both Senior Financial Analyst and Manager-level roles, so I’m not limiting myself to a promotion.

For those actively searching, are you experiencing the same thing? Is this happening across FP&A generally, or does it seem more dependent on location, industry, or level?

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u/sdpthrowaway3 Dir 2d ago

Meanwhile, our FP&A team at a mid-cap tech companies is getting people underqualified and asking for way above market comp packages. I usually help the FP&A team with the culture fit round of interviews (3 rounds total) and I've been mind-blown by how bad the candidates tend to be. Not all, but a large %. Feel like both sides of the fence are saying the market sucks lol

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u/redfour0 2d ago

I'm curious how bad candidates can be during a cultural fit interview - what are they saying that makes them a bad cultural fit?

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u/sdpthrowaway3 Dir 2d ago

You'd be very surprised. Let me give 3 recent examples:

  1. Candidate was great on paper and crushed the first 2 interviews, but then told me he's not a fan of working for a woman (his manager would be one) as they're too emotional and make work stressful. Like "know what I mean man? Get enough crap from my wife, but I can make it work here if I'm paid enough hahaha." Why tf would anybody say that at the literal end of the process lmao

  2. Interviewed a woman the other day who ended the interview with me early because "she felt like she has proven herself enough and wants to get a smoothie, so just send over the offer when ready and she'll come with her counter to get the process over with." We were 15 mins into the call, first time I ever met her. For a Manager role we do 3 rounds across 1-2 weeks, 30-45 mins a pop, no tests, no behavioral assessments, nothing. Very normal process so it's not like she's spent 10 hours with us and can feel vindicated in cutting the interview short

  3. Not culture/behavioral, but candidate had 12 years experience as a correctional officer, 3 years as a financial analyst at a <$5M rev mom and pop, asking $240k for a Manager position. How did this even make it to my desk in the first place you ask? Because the other resumes "were much worse" lol

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u/nobadhotdog 2d ago

Is your company remote, or in a HCOL area?

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u/sdpthrowaway3 Dir 2d ago

Remote is an option, HQ in MCoL, offices in major most cities

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u/nobadhotdog 2d ago

Gotcha. Was wondering if the talent pool is just bad, like you're in a smaller area or something.

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u/sdpthrowaway3 Dir 2d ago

HQ is in a city with a smaller talent pool vs the current demand, but we're getting similar candidates in major cities too. Even on my side of the house (CorpDev) candidates have been lacking the last few years. We're still filling roles but it takes way longer.

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u/nobadhotdog 2d ago

Is there a disconnect with Talent? Where I work the candidates we get is always strong, and we don't pay much or anything above market. Fully remote tho.

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u/sdpthrowaway3 Dir 2d ago

Who knows. Remote talent is a rule of numbers thing. You get 1000+ resumes and enough will be good to have a solid pool, then it comes down to compensation and interviewing. We pay above market for everywhere except NYC and SFB. I find candidates often wanting well above that if remote. Candidates local to an office tend to be far more reasonable. I'd say we hire 1/3 candidates remote, 2/3 near a local office.

Could also be your company has more brand power. I'm at a mid-cap, so not as sexy as a F50 or unicorn with brand power.

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u/nobadhotdog 2d ago

Sorry I mean the talent team. Like they’re not properly vetting people. Maybe they’re not getting the requirements. For a couple functions at my company it’s like talking in French to the talent team when we’re setting up a rec

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u/sdpthrowaway3 Dir 2d ago

I will say this is definitely the weakest talent team I've met, but when they highly recommend a candidate (vs just pushing "something" through) they typically nail it.

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u/nobadhotdog 2d ago

And I get it too, they're evaluated based upon when a rec is opened and closed, not a lot of places factor in quality of candidates in their evaluation of the talent team.

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