How CFOs see workforce planning: 3 key numbers

Hiring Headaches: Why It’s More Than Just an HR Problem You can’t scale your business alone, but finding (and keeping) great people feels harder than ever. Wages are rising. Competition is fierce. Burnout is real. And in the post-pandemic landscape, small business owners are feeling the squeeze more than most. But here’s the truth we see time and again, hiring problems often start as cash flow problems. When your profit model doesn’t anticipate team growth, even the best hiring plans strain under pressure. Smart financial planning isn’t just about spreadsheets, it’s about building capacity. ✅ Forecasting payroll before you need it. ✅ Allocating profit toward sustainable team expansion. ✅ Creating a financial structure that funds growth, not stress. Because the question isn’t just “Can I afford to hire?” It’s “Am I planning for the business I want six months from now?” Let’s make sure your numbers support the team that will take you there. www.lpkynetic.com What’s been your biggest challenge, finding talent or keeping them once they’re onboard? #SmallBusinessFinance #HiringChallenges #CashFlowManagement #CPA #BusinessGrowth #StrategicPlanning

Healthcare hiring isn’t slowing down — if anything, it’s getting more complex. Between burnout, shortages, and shifting expectations, the need for flexible staffing and thoughtful recruitment has never been greater. This week, we’re focused on helping clients think beyond filling roles — and start building teams that last.

💬 A Note to the Hiring Managers and CFOs Who Wants to Hire Smarter... You don’t need another black box on your budget. You ask every team to be strategic with spend. But recruiting still feels vague. Slow. Pricey. It shouldn’t be this hard to forecast. Or to know what you’re paying for. Smart hiring is not about spending less. It’s about having control, visibility, and better alignment. That’s what real partners bring to the table. #PinpointTalent #CFOInsights #SmartHiring #HiringClarity #CostControl #PeopleStrategy

Stop Treating Recruiting Like HR. It’s a CFO’s First Lever. Most CFOs think recruiting is HR’s problem. The elite ones treat it like working capital, something you manage daily, not delegate. They know the first 90 days aren’t about reports. They’re about replacement. Building a finance team that can run without you. Hiring for the next exit, not the next close. Because you can’t scale visibility, margin, or control without people who can actually execute it. The best CFOs move early. They lock in their controller, FP&A lead, and systems operator before the board even asks. They understand what others miss: Every great hire compounds faster than capital. Recruiting isn’t a cost center. It’s your first multiplier.  Which hire made the biggest difference in your first 100 days? #PrivateEquity #CFO #ValueCreation #Leadership #ExecutiveSearch #Finance

Recent headlines say the job market is tough, but the real story is more nuanced. According to MSN, while some sectors are slowing down or restructuring, there are still active hiring trends in key industries. What’s happening now: Sectors like health care, logistics, hospitality, and technology remain aggressive in their recruitment despite broader uncertainty. Companies in these spaces are pivoting; using contract or part-time roles, boosting incentives, and investing in training to close skills gaps. For business owners and staffing leaders, agility continues to be critical. Quick adaptation in hiring, onboarding, and workforce planning keeps progress rolling, even when traditional tactics stall. 👉https://ow.ly/MYAI50XjQJj Preparing for year-end, employers are reviewing their needs and resources weekly, not monthly. If you need working capital to cover payroll, expand flexible hiring, or simply stay ready for an unexpected opportunity, Goodman Capital Finance is here to help. 🔗 https://lnkd.in/g4PZ3Dnz #JobMarket #HiringTrends #BusinessGrowth #Staffing #PayrollFunding #GoodmanCapital

🔮 In 20 years, every role will be fractional. The concept of a “full-time employee” will feel as outdated as the fax machine. At HireCFO.com, we’re already seeing the shift — starting with CFOs, but it won’t stop there. Here’s why 👇 💡 1. Flexibility beats permanence Businesses no longer need bodies in seats — they need brains on demand. Talent will plug in when needed, add value, and move to the next challenge. ⚙️ 2. Technology makes it possible Cloud systems, AI, and real-time data mean experts can run your finance, HR, or marketing remotely and seamlessly — often better than in-house. 💰 3. Efficiency wins Why hire one person for 100% of the cost when you only need 30% of their time? Companies will buy outcomes, not hours. 🌍 4. Talent wants freedom Top professionals are leaving rigid 9-5 roles to build portfolio careers. They want choice, autonomy, and variety — not office politics. 🚀 5. Businesses will be built on networks, not org charts The future organisation looks more like an ecosystem than a hierarchy. Teams will form, deliver, and disband — fast. ⸻ At HireCFO.com, we believe the fractional revolution has already begun. Today it’s CFOs. Tomorrow — it’s every role. The companies that adapt will scale faster, leaner, and smarter. The ones that don’t… may struggle to attract the best people at all. ⸻ 💭 What do you think? Will the full-time job survive the next 20 years — or is the world going fully fractional?

CFO reality check: You know what's more expensive than workforce hiring ? Replacing. You know what's more expensive than replacing? Replacing the same positions multiple times in one year. I've watched $400k disappear into annual turnover replacement costs for a 50-person operation - recruiting, training, temp agency fees, lower production, lost sales. Many CFOs see this as a cost of doing business. At US Direct Hire we know there is a better approach - long term and sustainable. #CFOInsights #TrueCost #WorkforceEconomics

Over the past few months, I’ve observed an interesting trend across several organizations — including some top consulting and Big Four firms — where hiring increasingly happens through third-party consulting or staffing partners. From what I’ve seen (and admittedly, some of this is based on my own assumptions and perspective), these consulting firms often onboard professionals without clearly defined people policies or office spaces of their own. The consultants are then deployed to client organizations, where they work fully on client projects, often without being directly part of the client’s internal ecosystem. For the client organization, this model offers flexibility — quick access to skilled professionals without long-term commitments or extensive people management overheads. For the consulting or recruiting firm, it’s a win-win — enabling them to earn through placements and ongoing contracts with minimal operational responsibility. But for the employees, the story can be different. It often means operating in a grey zone — proving value continuously, adapting to shifting project needs, and navigating the uncertainty of contract renewals. It’s an intriguing shift in how modern consulting engagements are structured. But are we, in the process, reducing job stability and overlooking the importance of employee wellbeing? Would love to hear your thoughts. #hiring #consulting #big4 #employeewellbeing

𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗱𝗲𝗳𝗶𝗻𝗲 𝗖-𝗹𝗲𝘃𝗲𝗹 𝗿𝗲𝗺𝘂𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻 𝗶𝗻 𝘁𝗼𝗱𝗮𝘆’𝘀 𝗺𝗮𝗿𝗸𝗲𝘁? If you’re trying to make an impactful hire, it’s hard to know where to put the needle. In the last 2–3 years, executive hires often came with oversized equity packages—driven by low liquidity and high-growth expectations. This is no longer relevant so not a useful benchmark. The market has shifted. Cash is still tight, but so is equity. And yet, candidate expectations haven’t caught up. Equity isn’t the draw it used to be.  Liquidity is uncertain. And for execs who joined on the equity story, retention becomes a real challenge. Standard benchmarks alone can’t solve for this. Designing comp today requires a different lens—one that accounts for context, sustainability, and long-term alignment. #compensation #remuneration #equity #secondaries #executive #FrenchTech __

Every small business wants to scale, but unfortunately, few can afford to. Hiring full-time talent in today’s market feels like a luxury. Budgets are tight, roles are specialized, and time-to-hire can stretch for months, all while business goals don’t slow down. That’s why many growing businesses are rethinking how they scale. Instead of hiring more, they’re hiring smarter. Strategic staff augmentation gives businesses access to skilled professionals when and where they need them without long-term overhead. Sometimes growth isn’t about adding headcount — it’s about adding flexibility. #SmallBusiness #ScalingSmart #StaffAugmentation #HireNext