- Financial recruiters must balance internal promotions with external hires to maintain a strong and adaptable workforce.
- Employees who are promoted within three years of being hired have a 70% chance of staying with their company, compared to only 45% for those who do not advance.
- External hires bring specialized expertise and fresh perspectives but often require more time to integrate into company culture.
- In 2025, finance staffing priorities are shifting toward hiring financial professionals with data analytics, digital literacy, and strategic planning skills.
- A hybrid approach—leveraging internal talent while recruiting externally when necessary—helps build a resilient finance team.
Recruitment in finance is evolving, and for businesses looking to fill key finance positions, the decision to promote from within or hire externally is more critical than ever. Each path has advantages, but data shows that internal mobility can have a major impact on retention.
A study of 32 million LinkedIn profiles found that employees who receive a promotion within three years have a 70% chance of staying, while those who make a lateral move have a 62% chance of staying. In contrast, employees who are neither promoted nor move internally have only a 45% retention rate after three years.
When to Promote from Within
Internal promotions play a key role in finance staffing– hey boost morale, improve retention, and save on hiring costs. Employees already know the company’s culture and processes, making transitions smoother. Hiring financial staff from within also strengthens career development, encouraging long-term commitment.
However, not all internal candidates will have the necessary technical expertise or leadership skills for evolving finance roles. That’s when external hiring becomes essential and a strategic approach to recruitment in finance can make all the difference.
When to Recruit Externally
In finance staffing, external hires can bring fresh ideas, specialized expertise, and industry experience that internal candidates may lack. This is particularly important in finance roles requiring digital transformation, regulatory compliance, and high-level strategic planning.
However, external recruitment can be costly and time-consuming, with new hires requiring onboarding and adjustment time. During recruitment in finance, companies must ensure that external candidates fit their culture and long-term goals to avoid high turnover.
Key Finance Hiring Trends for 2025
To compete in today’s market, financial recruiters are prioritizing candidates with:
- Data Analytics & AI Skills – Finance professionals must interpret complex data sets and use AI-driven insights to drive business decisions.
- Digital Literacy – With cloud-based finance systems and blockchain tech evolving, finance teams need strong technical skills.
- Strategic Thinking – Companies are looking for finance leaders who can align financial planning with business growth strategies.
The Best Hiring Strategy? A Balanced Approach
At The HT Group, we recommend a hybrid approach—rather than choosing between promoting from within or hiring externally, companies should focus on developing internal talent while bringing in external expertise as needed.
Recruitment in finance is evolving, and by strategically balancing internal promotions and external recruitment, businesses can build a finance team that is both adaptable and forward-thinking in 2025.
