tenzingsearch

Kavee

Fri, 06 Mar 2026 11:12:19 GMT

Tenzing Search was introduced to the Founder of Kavee in December at a critical moment for the business.

As a rapidly growing start-up consumer brand, Kavee needed to make its first in-house finance hire, and quickly.

The brief was to appoint a Senior Finance Manager who could bring structure, oversight and commercial insight to the finance function, enabling the Founder to focus on scaling the business and expanding into new markets.

With the role reporting directly to the Founder and a tight deadline before the Christmas break, speed and precision were essential.

Challenge

Kavee was entering an important phase of growth. As the business expanded across new markets and continued to scale its D2C and ecommerce operations, the need for dedicated financial leadership became increasingly urgent.

Up until this point, finance had been supported externally. The next stage of growth required an experienced finance professional who could:

Take ownership of the finance function
Streamline financial processes and reporting
Support commercial decision-making
Partner closely with the Founder as the business scaled

The ideal candidate needed a strong understanding of the D2C and ecommerce landscape, as well as experience operating within a high-growth start-up environment where agility and commercial awareness are critical.

Complicating matters further was the timeline. The business wanted to secure an offer before the Christmas period, leaving a very narrow window to identify, assess and secure the right candidate.

Solution

Drawing on Tenzing Search’s specialist network within consumer businesses, we moved quickly to identify relevant candidates with both sector experience and start-up exposure.

Within just two days of taking the brief, we delivered a shortlist of five high-quality candidates who met the agreed requirements. Four interviews were arranged immediately, allowing the Founder to move quickly through the selection process while maintaining confidence in the quality of the shortlist.

Throughout the process we maintained close communication, including pre-scheduled calls to review CVs, discuss feedback and ensure momentum was maintained at each stage.

From initial brief to accepted offer, the entire process was completed in just one week and two days.

With deep sector knowledge, a hands-on approach, and strong communication throughout, Tenzing were praised for their speed, insight, and ability to deliver the right talent at the right time.

Testimonials

Tips for growing your network as a senior finance professional

Fri, 27 Feb 2026 13:30:45 GMT

Networking isn’t just a skill, it’s an imperative for developing your career. The ability to build genuine connections, seek referrals, and stay abreast of industry trends is paramount.

To support your career development, we’ll delve into tailored networking strategies aimed at senior finance professionals. The following five tips will help you cultivate relationships that elevate your career to new heights:

Identifying networking opportunities
Have regular meetings and conversations
Focus on topics you’re passionate about
Craft a successful personal brand
Leverage LinkedIn groups

Why should you grow your network?

Investing time in growing your network of finance professionals can be the key to developing your career. Not only can connections result in new job opportunities, but also grow your existing knowledge of the industry.

So, seize the opportunity, connect with purpose, and let your network become a catalyst for your continued success.

Five top tips for growing your network

Here are our top tips for expanding your network…

Identifying networking opportunities

For senior financial professionals, networking goes beyond the conventional. It’s important to seek out opportunities, including:

Engaging in networking forums
Attending exclusive events
Leveraging your industry expertise to share valuable insights

Each of these options are excellent for growing your networks and keeping up to date with the latest in finance.

Engaging in networking forums

Networking forums provide an exclusive space where industry leaders, experts, and decision-makers can share insights, discuss trends, and foster meaningful connections.

Here are some of our favourites:

AccountingWEB
Realize
UK Business Forums
ICAEW

Participating in these networks will help get your name out there and connect with other professionals in the industry.

Attending exclusive events

If you’re already active in industry communities, it’s likely that you’ll already be receiving invitations to exclusive networking events.

However, if you’re not sure where to find event information, we highly recommend reaching out to finance recruitment agencies. Headhunters will often host these events themselves or will be able to connect you with people who do.

Events are a great way to meet likeminded individuals, from whom you will be able to learn and grow.

Leveraging your industry expertise to share valuable insights

Sharing your knowledge and expertise on LinkedIn is a great way to grow your network. Contributing to conversations will boost your profile across the platform, allowing you to become discoverable by potential employers.

Keep reading for more advice on growing your personal branding.

Have regular meetings and conversations

The world of finance moves fast, and so should your networking efforts. Be open to regular meetings with both industry peers and professionals from diverse sectors.

Regular conversations will ensure you stay in the loop about market shifts and may lead to unexpected opportunities.

Focus on areas you’re passionate about

When networking, focus on topics that fuel your passion or areas you need to be educated on.

Not only does genuine enthusiasm set you apart and resonate with fellow professionals but will also keep you motivated in your networking journey. Attend specialised events and join exclusive groups that align with your financial interests.

Craft a successful personal brand

C-suite finance professionals are in a unique position to craft a strong personal brand. With your extensive knowledge and experience of the industry, professionals should certainly be able to build a credible brand that employers will take notice of.

Ensure your LinkedIn profile, CV, and professional platforms are not just up to date but also showcasing your expertise. Develop a weekly posting schedule and stay consistent with content creation to build a successful personal brand.

Leverage LinkedIn groups

Leverage the power of LinkedIn to amplify your networking efforts. Join high-calibre groups within your niche, actively contribute to discussions, and connect with senior professionals who share your ambitions.

A robust online presence is vital for establishing your influence within the financial domain.

Networking is key to career development

Networking is a strategic investment in your professional future. These tips should allow you to start growing and developing your network of finance professionals.

Remember, it’s not about quantity but the quality of connections that can influence high-level decisions and happy networking!

For more support with your career development, contact Tenzing Search!

Tenzing Search is a specialist Finance and Accountancy Search business. We specialise in Senior Qualified appointments across the UK and USA, focusing on both Interim and Permanent appointments across all sectors.

The importance of getting CFO and FD Recruitment right: Why Fractional Finance leaders may be the answer

Fri, 27 Feb 2026 13:26:37 GMT

As we draw to the end of 2024, one trend that has been increasingly noticeable in the world of finance recruitment is the high turnover of CFOs and Finance Directors (FDs). Many of these senior leaders are being recruited only to leave within months, often without a new role lined up. This raises an important question:

Why is this happening?

Role Mismatch: Often, the role described in the interview doesn’t align with the actual job. This can occur when founders or owners aren’t entirely sure what they need, or when the role is exaggerated beyond what the business requires.

Unexpected Financial Challenges: In many cases, businesses are less liquid than advertised, meaning what was sold as a “growth” opportunity quickly turns into a crisis management or turnaround role.

Resistance to Change: Founders or owners can sometimes be unwilling to adapt or hear what needs to be done to achieve the goals they’ve set. For finance leaders, this becomes untenable.

Volatility in private equity: Throughout 2023 and the first half of 2024, we saw substantial volatility in the private equity CFO talent market, with unprecedented numbers of CFOs leaving their positions midway through the investment cycle – 75% of our appointments in 2023 were mid-cycle. According to Bronzegate

Unclear Business Objectives: If a business isn’t clear on its goals or direction, hiring a CFO or FD may occur prematurely, further complicating things.

How can businesses avoid these pitfalls when hiring finance leaders?

Here are a few key strategies:

Be Transparent About Your Business’s Financial Health

Ensure that all stakeholders, including founders, owners, and investors, are on the same page about the current state of the business—especially cash flow and growth trajectory. Misleading a candidate will only result in a quick departure once they see the true picture.

Align on Expectations for the Role

Before hiring a CFO or FD, make sure all decision-makers agree on the scope and purpose of the role. Is it a full-time role, or could it be handled by someone part-time or fractionally? Is this person expected to lead growth initiatives or fix existing problems? Defining these expectations upfront can prevent future disappointment.

Leverage a Fractional CFO for Guidance

Hiring a fractional CFO can be an excellent way to assess your true needs before committing to a full-time hire. Fractional CFOs can provide insight into whether you should outsource certain finance functions or bring someone in-house. Since you only pay for the time they work, it’s a cost-effective way to ensure you’re making the right long-term decision.

Consult a Specialised Recruiter

Recruiters who specialise in finance roles, like Tenzing Search, that can help you better understand what level of expertise is truly needed for your business. We work with companies of all sizes and can provide tailored advice to ensure you’re hiring the right person, for the long-term not just filling a vacancy.

Ensure a Rigorous Recruitment Process

A recruiter can offer a more in-depth hiring process, often meeting with candidates’ multiple times and conducting thorough interviews. At Tenzing Search, we map the market extensively to find the best talent—far beyond just posting an ad. We cover all bases to ensure you attract the right candidates and reduce the risk of a costly mis-hire.

The Cost of Mis-Hiring: Can You Afford It?

Hiring a finance director or CFO is a critical investment. Research suggests that hiring directly can cost between £7,000 and £17,000 in terms of advertising, time, and other associated expenses. More alarmingly, the cost of a mis-hire can range from £50,000 to £150,000. This includes lost productivity, missed business opportunities, and the potential cost of terminating the employment early.

If a hire underperforms, businesses stand to lose between 30%-50% of the individual’s salary due to decreased productivity. These figures highlight just how crucial it is to get your hiring decisions right.

How Tenzing Search Can Help

At Tenzing Search, we offer a range of solutions to help businesses avoid costly hiring mistakes:

Fractional CFO Placements: We can place a fractional CFO in your business to help guide your finance strategy, ensuring the right long-term structure and hire.
Free Advice and Recruitment Support: We also provide free advice on how to advertise and market your finance roles effectively, ensuring you attract the best talent. We can even provide benchmark candidates to guarantee you’re seeing the most qualified professionals for your needs.
Time Saver: Replacing a CFO can typically take six to nine months. At Tenzing, we know who is immediately available and pride ourselves on supplying candidates that we have met and qualified properly.
Hiring a CFO or FD is one of the most important decisions a business can make. Given the high stakes, can you really afford to get it wrong?

If you need guidance or advice on finding the right finance leadership for your business, reach out to us at Tenzing Search. It costs nothing to have a conversation, and it could save you from the significant costs of a mis-hire.

Our top 5 interview tips

Fri, 27 Feb 2026 13:23:15 GMT

Interviewing can be a nerve-racking experience for most people. No matter if you’re nervous about your upcoming interview or not, preparation, research and authenticity are the biggest keys to success. You can’t wing it and expect to succeed.

To help you prepare for the day, we’ve put together our most valuable tips for a successful interview. Read on to find out:

How to make a good first impression
Showing enthusiasm for the business and the role
Preparation and research tips
The STAR method
How to end an interview positively
How to make a good first impression

Making a good first impression is key when interviewing. Here are some things to think about when attending your interview:

Dress for the job want, understand the dress code prior to the interview, but, if in doubt, go smart.
Pay attention to the little things; clean your nails, iron that shirt and brush your teeth if you have a coffee before attending, they make all the difference.

Body language, make sure you smile, be confident and sit up straight. Eye contact is so important to show your interest and engagement.

Be punctual, arrive with plenty of time to spare, check your route the day before and be polite and respectful to everyone you meet, the interview starts with the receptionist.

Show enthusiasm

It’s important to communicate your interest in the role you’re interviewing for in any way that you can. This means showing your enthusiasm for the job, company and team:

Be positive in all discussions and especially when discussing previous roles, companies and line managers.

Show interest and enthusiasm for them and the company you are interviewing for.

Act like you want you to be there, show up in the same manner you would want someone to behave in an interview with you. If you are nervous, planning and preparation will set you free, you have very little to worry about if you have done the work ahead of your meeting.

Prepare and do your research

This part you are 100% in control of. Research is key to success when it comes to interviews, but what should you look into? We would recommend familiarising yourself with the following:

Research the business; check out the company LinkedIn page, Glassdoor reviews, website, set of accounts, recent news and any other materials you can find.
Research the interviewer, check out LinkedIn and discuss with your recruiter for any insights.
Go back over the Job Description, familiarise yourself with the responsibilities, prepare examples of where you have successful achieved or completed these in previous/current jobs.

Use I, rather than we when preparing examples of achievements, where appropriate of course.

Be prepared for these common interview questions:

Tell me about yourself? What do you outside of work?
Why do you want to work for our company?
What do you think will bring to our company?
Which accounting software packages have you had exposure to?
Which accounting standards have you got exposure to?
What do you know about us and what we do?
Having looked at our most recent set of accounts, what are your observations/thoughts?
Who are our main competitors?

Having looked at our market position, where do you think we sit in comparison to our competitors? What are our SWOT (Strengths, Weaknesses, Opportunities and Threats) as a business?

And these competency based questions:

Give us an example of a time where you have dealt with the following:

An unrealistic deadline and how you managed it?

A difficult stakeholder?
Hiring freeze and not enough staff?
Unrealistic budget numbers for the business and various stakeholders?
Managing a difficult member of staff out of the business?
Hybrid working and trying to engage and ensure a collaborative culture?
A set back at work and how you bounced back?
The S.T.A.R. Method

The S.T.A.R. Method is a method that you can apply to interview questions asking for you to give an example. Following the S.T.A.R. Method is the most efficient way of telling your story and effectively communicating the answer the interviewer is looking for. Here is how it works:

S ituation

Use a similar situation, ideally work related but can use from personal life if relevant too. Make sure you utilise, who, what, where, when and how.

T ask

Describe the task and how it relates to the example you are providing.

A ction

What did you do to solve the problem….

R esult

End result, explain how your actions meant you could complete the task at hand within the required timeframes and to a high standard.

Example

‘Can You Describe a Time When You Developed or Improved an Accounting Process?’

In my last role I was part of a team dealing with the expense reporting and I noticed there were some discrepancies in the expenses claimed by the sales executive team.

I wanted to improve accuracy and reduce the overall expense costs to the business, this meant enabling all the sales executives to claim the same expenses. In order to achieve this, I changed the codes and descriptions in the reporting process to make it more straightforward. This resulted in 65% increase in consistency, saving a minimum of £40,000 per annum.

Top tips for using the S.T.A.R method:

Be specific
Be concise
Be prepared
Be honest
Be quantitative
Be engaging
End on a positive note

To close out the interview in the best way, there are a few things you can do. Ask if they have everything need, do they want you to expand on anything and is there anything else you can provide information on for them. If appropriate ask what next steps are, and follow up with a nice note and add on LinkedIn.

Always ask questions, below are some examples.

Questions to ask the interviewer

Do you have any concerns regarding my suitability for the role?
Is there anything we have discussed that you would like me to expand on?
What do you foresee will be my biggest challenge in this role?
From what we have discussed, do you think there are any gaps in my experience to succeed in this role?
What is the reason this role has become available? New role or replacement, which areas do you think require more focus with the next incumbent?
Who will be my main stakeholders to manage internally and potentially externally?
What does the team look like that I will be managing, what are their capabilities and experience levels?
What do you think are my main priorities upon joining the business?
What do my first 30/60/90 days look like upon joining?

Five quick tips for remote interviews

Is your interview taking place virtually? Here are 5 quick tips for your remote interview:
Ensure you have a neutral background, no clutter or mess.
First impressions still count – all the above points still count.
Test your tech, make sure you can access the link and your camera and speakers work.
You have less small talk online as you go straight into the interview, make sure you ask some filler, warmer questions too.
Be conscious of your enthusiasm levels, body language is harder to read on video, so make sure you get that across with some additional focus on it.

Now you should be ready for your next interview. If you’re still searching for your next job in finance, get in touch with Tenzing Search. We’re a specialist finance recruitment agency, ready to guide you to your next role.

SeeChange

Fri, 27 Feb 2026 13:17:22 GMT

SeeChange is a high-growth start-up operating in the Vision AI space.

As the business scaled rapidly, they needed to make their first strategic finance appointment; a Director of Finance who would bring structure, commercial insight and leadership to the function.

This was not simply a finance hire. It was a foundational leadership appointment that would shape the financial direction of the business.

Challenge

SeeChange was experiencing significant growth and required its first in-house finance leader to bring oversight and strategic direction.

The brief was clear but demanding:

Appoint a Director of Finance to manage outsourced finance functions
Partner closely with the CEO on commercial strategy
Support investor and VC relationships
Build scalable financial processes for continued growth

The ideal candidate needed to have:

Experience within the AI or technology sector
A track record in high-growth start-up environments
The ability to operate both strategically and operationally
Confidence engaging with investors and senior stakeholders

This was a highly specific profile within a competitive talent market, particularly in the Manchester region.

Solution

Given the urgency and importance of the role, Tenzing Search agreed a retained search model. This allowed us to dedicate focused time to comprehensive market mapping and ensure full coverage of the regional and sector-specific talent pool.

Our approach included:

Detailed briefing session to define non-negotiables and cultural fit
Full market mapping across Manchester and the wider AI/tech ecosystem
Identification of 16 qualified longlist candidates
Rigorous screening and assessment to produce a shortlist of 6 high-calibre individuals

All six shortlisted candidates met the agreed criteria, reflecting the precision of the search. The CEO progressed three candidates to final stage, including a meeting with their VC.

From initial engagement to offer, the process completed in six weeks. The CEO valued the structured and transparent process, supported by weekly progress updates and strategic input throughout.

The retained model ensured:

Access to the strongest available talent in-market
A curated shortlist aligned to both technical and commercial requirements
A confident, informed final hiring decision

The successful Director of Finance appointment provided SeeChange with its first dedicated finance leader, positioning the business for its next phase of growth with stronger commercial oversight and investor alignment.

Testimonials

Lucky Saint

Fri, 27 Feb 2026 13:13:34 GMT

Tenzing Search were introduced to Lucky Saint in February via the outgoing CFO.

Following an initial meeting with the Chief People Director, Tenzing were engaged to support a series of key finance hires during a critical period for the business. These included a mix of interim and permanent roles:

Interim FP&A Lead
FP&A Lead
Interim Financial Controller
Financial Accountant

The business was preparing for an audit, working through budgeting season, and simultaneously building out its finance function, creating both urgency and a need for high-calibre talent.

Challenge

Lucky Saint had previously worked with another recruitment agency but were left underwhelmed by the quality and relevance of candidates. They needed a partner who not only understood the finance space but could also move quickly, align with their growth ambitions, and bring a more curated, efficient approach to hiring.

Tenzing Search worked exclusively with Lucky Saint, placing all four roles in under two months. Every candidate was vetted and met by the Tenzing team before being introduced, ensuring strong alignment with the brief and business culture. For two of the roles, when the client requested comparison candidates to validate their first choices, Tenzing responded immediately maintaining momentum and helping the team make confident decisions.

With deep sector knowledge, a hands-on approach, and strong communication throughout, Tenzing were praised for their speed, insight, and ability to deliver the right talent at the right time.

Solution

Testimonials

7 tips for attracting top talent in the accountancy field

Fri, 27 Feb 2026 11:51:09 GMT

In today’s competitive job market, attracting and retaining top talent in the accountancy field has become a crucial priority for businesses looking to stay ahead of the curve.

The demand for skilled accountants continues to rise. Now, employers must implement effective strategies that not only attract the best candidates, but also foster a strong work environment for their long-term growth and success.

Here are our top tips to help businesses attract top talent in the accountancy field.

1. Define a clear job description and offer a competitive compensation package

Before embarking on a recruitment process, it’s essential to have a clear understanding of the responsibilities associated with the position.

First, you should create a job description that includes the skills, qualifications, and experience required for the role. This not only helps in attracting candidates with the right background, but also ensures that the candidates are aware of what is expected of them. It will also help ensure that your recruiters are targeting the exact type of candidate you are looking to employ.

Compensation is a significant factor that influences a candidate’s decision to accept a job offer. It’s crucial to ensure that your salary and benefits packages are competitive within the industry.

You can do this by conducting market research to understand the prevailing salary ranges for accountancy positions in your region. Additionally, consider offering perks such as flexible work arrangements, health benefits, retirement plans, and opportunities for professional development as these are becoming more of a deciding factor for a candidate.

2. Cultivate a positive work culture

A positive work culture is a magnet for top talent. Create an environment that fosters collaboration, innovation, and professional growth. Encourage open communication, provide opportunities for skill-building, and recognise outstanding performance. A positive work culture not only attracts high-calibre candidates but also retains them in the long run.

3. Embrace technology and innovation

The accountancy field is rapidly evolving, with technology playing an increasingly critical role. Embrace innovative accounting software and technologies to streamline processes and enhance productivity.

Demonstrating a commitment to staying up-to-date with industry trends and leveraging technology will attract candidates who are forward-thinking and tech-savvy. The digital age is well and truly upon us and we need to incorporate this in all elements of a business, the role it plays in finance is a pivotal one in ensuring its success and attraction to top talent.

4. Provide opportunities for career growth

Top talent is often driven by the prospect of career growth and advancement. Outline a clear path for progression within the organisation. Offer opportunities for additional training, mentorship programs, and the chance to take on challenging projects. Demonstrating a commitment to the professional development of your employees will be a strong selling point for attracting top candidates.

5. Leverage employer branding

Establishing a strong employer brand is crucial in attracting top talent. Showcase your company’s values, mission, and culture through your website, social media channels (LinkedIn, Instagram, TikTok etc), and any other professional networks.

Highlight success stories of current employees and emphasise what sets your organisation apart from your competitors.

Not only does building your brand on Google, Glassdoor, and other referring websites help attract talent, but they are also big additions to help your SEO strategy too.

6. Implement effective recruitment strategies

Utilise a multi-channel approach for recruitment, including job boards, social media platforms, industry-specific forums, and professional networks. Leverage the services of recruitment agencies or consider hosting career events to connect with potential candidates directly

Utilising diverse channels increases your reach and helps you tap into a wider pool of talent. It’s important that all parameters of the role are met by the right candidate. You might consider psychometric testing or scenario-based interviewing to ensure the depth is required in the hiring process.

7. Promote work-life Balance

A healthy work-life balance is increasingly important to today’s workforce. Highlight your organisation’s commitment to employee well-being and work-life balance. Offer flexible work arrangements, paid time off, and support for mental health initiatives

A company that values work-life balance is more likely to attract and retain top talent. Today’s market now has a new set of demands from top talent so showing your business is truly flexible/hybrid is a huge selling point.

Now you’re ready to attract top accountancy talent

Attracting top talent in the accountancy field requires a multifaceted approach that encompasses clear communication, competitive compensation, a positive work culture, and a commitment to professional development.

By implementing these strategies, businesses can not only draw in high-calibre candidates but also create an environment where they can thrive and contribute to the organisation’s success in the long term. Remember, in the competitive landscape of the accountancy field, top talent is the key to maintaining a competitive edge and achieving sustainable growth.

Tenzing Search is a finance and accountancy recruitment agency. For more support in your recruitment efforts, get in touch at info@tenzingsearch.com.

The role Fractional CFOs play in investment readiness

Fri, 27 Feb 2026 11:46:33 GMT

On the 14th of June 2024, Tenzing Search hosted our second networking event for Fractional CFOs. Our Founder, Lisa Collins, was joined by Chris Baker, Technology Partner at LDC who shared insight into the role of Fractional CFOs in tech startups.

They discussed the common themes in the tech sector, including:

Investment and financial oversight
The role played in investment readiness
Long-term financial strategy planning
Keep reading for key takeaways from the evening.

About Chris Baker

Chris Baker has built an impressive career as a Non-Executive Director in businesses such as James and James Fulfilment and DSP.

Chris also operates as a Technology Partner at LDC.

A Private Equity Investor specialising in the Technology sector, LDC partners with ambitious management teams of high growth Software and Technology Services businesses. With more than 40 years of experience, LDC is the UK’s most active Private Equity investor in mid-market Technology businesses.

Investment and financial oversight

Chris highlighted the challenge of finding robust financial oversight in smaller tech companies. More and more start-ups “tend not to have finance professionals at the helm, certainly not full time.” Often, they rely on a Head of Finance and/or outsourced services. This lack of financial leadership can create significant challenges. The biggest and most common issue being a “lack of historical financial insight”.

The involvement of experienced finance professionals, such as Fractional CFOs, is essential to bridge these gaps and ensure businesses are prepared for investment processes.

What skills should start-ups seek in CFOs?

Fractional CFOs can play a pivotal role in setting up financial systems. They can help reduce human error, increase operational efficiency, and ultimately help companies to “get their arms around the comfort blanket” of financial data. With Fractional CFOs, start-ups can finally make informed strategic decisions.

When engaging a Fractional CFO, Chris emphasised the importance of bringing someone in who “has been through an investment process before” and understands how to “manifest an investment plan into something that could be relatable to a future investor.”

The role of CFOs in investment readiness

Fractional CFOs play a pivotal role in preparing companies for investment. Chris noted that many small businesses are “walking into” investment opportunities without sufficient financial leadership. In his role, he’s seen many lacking even basic financial documentation, like a cash flow model. This creates challenges, as private equity firms require reliable financial data to feel comfortable with potential investments.

Baker emphasised the need for experienced finance professionals who have “been in the trenches when cash flows don’t work” and who can “support businesses either at the point of investment or, ideally, prior to investment to get them ready.”

By stepping in early, Fractional CFOs help companies build robust financial systems and plans that align with investor expectations. They provide the expertise needed to navigate the complexities of financial planning and reporting, ensuring that businesses are well-prepared for investment opportunities and positioned for growth.

Long-term financial strategy planning

In the long-term, Fractional CFOs provide invaluable support in financial strategy planning, helping businesses align their financial goals with their strategic vision.

Chris stressed the importance of starting preparations well in advance of any potential sale or funding round. Attendees at the event noted that “most people think it’s a couple of months, six months, but the process should start 18 months before you want to sell.” It’s crucial to build a solid financial foundation as early as possible, advising to “start building your data now, start getting your historics correct.”

This long-term approach allows companies to present a coherent and attractive financial narrative to potential investors. Fractional CFOs bring their expertise to this process, ensuring that management accounts and financial records are meticulously maintained and that strategic financial plans are in place.

By focusing on long-term financial strategy, they help businesses not only prepare for investment but also achieve sustainable growth and operational efficiency, positioning them for success in the competitive market.

Tenzing Events

A big thank you to Chris for speaking at our most recent event. We look forward to hosting more Tenzing Events for our network in the future. For more information, be sure to reach out to our Founder, Lisa Collins at lisa@tenzingsearch.com

For your finance recruitment needs, get in touch!

Challenges facing the Fractional CFO community

Fri, 27 Feb 2026 11:41:00 GMT

The fractional career path can be lonely. However, with so much demand in the market, the Fractional CFO role is one that many finance executives choose.

We’re building this likeminded community to create a space where CFOs can bounce ideas and challenge one another and share best-practice and outcomes.

To launch our Fractional Chief Financial Officer community, our Founder, Lisa Collins, held our first roundtable event. Here, attendees shared the challenges that they face within their roles and began to craft solutions to them.

Topics included:

Fractional versus interim positions
Investment and fundraising dynamics
Market dynamics and strategic adaptations
Technology’s impact on businesses

Keep reading for key takeaways from the morning’s conversation.

What is a Fractional CFO?

Before exploring the challenges faced by Fractional CFOs, lets define the role.

A Fractional CFO (Chief Financial Officer) offers financial expertise and strategic guidance to businesses on a part-time or contractual basis. Their role focuses on finance, planning, and growth strategies. Start-ups and SMEs tend to hire a Fractional to access their executive knowledge, without the cost of a full-time salary.

Interim vs Fractional

Becoming an Interim CFO is a much more traditional route and has been incredibly common up until recently. Now, we’re seeing an increase in demand for fractional professionals who can act as more of an advisor to the business.

“‘Fractional’ is actually a relatively young term. I don’t think the definition is clear cut. I think it’s actually evolving as we all undertake Fractional work, we all have different experiences.”

Recent events have demonstrated the need for organisations to be flexible and reactive in their strategies. This is the type of support that Fractionals can offer. While Interims are bound by the requirements of the contract (i.e. maternity leave), Fractional CFOs can be more flexible and are often engaged as a long-term strategic partner.

Making the move from Interim to Fractional

One challenge highlighted was being able to make the move from an Interim CFO to a Fractional CFO. “The balance of trying to get enough fractional work to come out of interim work can be a challenge,” says Lisa Collins.

Networking is crucial to identifying Fractional opportunities. To work with small businesses in early stages of their journeys, it’s important to develop a professional network who can help to refer you work.

One Chief Financial Officer in the room shared that they were a part of a group of Fractionals, rather than operating as a sole individual. This structure makes it easier for you to find the type of work that you want and excel at.

Investment and fundraising

With the turbulent economic climate over the last few years, Fractional roles have become more important to support with fundraising.

Everyone in the room agrees that this point has been difficult recently. One of the bigger challenges has been understanding what businesses are looking for, with many competing with unrealistic expectations of valuation.

The other challenge highlighted here is that investors buy in to the Founders and the product. The Fractional CFO can do as much as they can but ultimately, they need to buy into the overall business. It isn’t just about the Fractional CFO’s network, although this can help significantly.

How can CFOs add value?

A number of global factors have impacted the economy, and thus valuations, since the pandemic, from the Silicon Valley Bank collapse to the war in Ukraine. This has left many Founders unclear on how much their business is worth.

“You have to have economics front and centre because that is ultimately what you’re driving towards.”

In moments where it is harder to raise money, “it’s important to remember the fundamentals,” shared one of our roundtable attendees. Chief Financial Officers must add value by educating Founders and the wider business on how economic cycles work and their impact on capital.

Building trust with Founders

The success of a CFO, especially in this capacity, often depends on the relationship you have with the Founders of a business. As a result, a key skill that all Fractional CFOs must have, is the ability to communicate with and influence the board immediately.

Part of this is understanding which business to join. One CFO shared that you should “choose the people, not the business.

Choosing the right Founder is the most important factor.”

Emerging technologies in finance

With the likes of artificial intelligence (AI) changing how we work, one attendee asked how the CFOs in the room view emerging technologies. Does AI provide more opportunities for growth, or should you approach the software with caution?

Automating tasks

There were a number of positives to using AI highlighted in the discussion. The key advantage clearly lies around automation of tasks.

Implementing artificial intelligence at the right time and in the right way will allow you to automate simple, time-consuming tasks. For instance, one CFO highlighted that data collection and analysis will be far easier with AI supporting you. There is even the opportunity for the tool to deliver recommendations based on the data it has collected.

What is the value proposition?

One of our attendees shared the importance of understanding the value proposition when it comes to adopting new technologies.

“AI and blockchain is simply the technology we use to deliver that value proposition.”

The likes of AI and blockchain are undeniably great pieces of technology. They allow you to scale at a lower cost, but the tools are useless on their own and need the right people behind them in order to be worth the investment. In this CFO’s opinion, the introduction of AI is simply a new technology to continue delivering.

Continuing to build our Fractional CFO community

A big thank you to all of our attendees and inaugural members of our Fractional CFO community. It was incredibly insightful for everyone to share challenges and insights into the role.

We’re continuing to build this community, to continue supporting your career growth. If you believe this community is a right fit for you, please reach out to our Founder, Lisa Collins, for more information.

For more on career development, contact Tenzing Search!