Beyond Compliance: Recruiting FP&A Professionals for Predictive Business Partnering 

FP&A teams were always backward-looking, with reporting being their mainstay. Now, they’re a forward-looking strategic partner for your business, making it more important than ever to hire the right talent. 

Traditionally, their role involved reporting past performance, budgeting, and data collection. The analysis was limited to “what happened” and “why.” Today, that paradigm has shifted. FP&A uses analytics not just to report the past, but to predict what “could happen.” 

In simple terms, FP&A professionals help you chart future business growth plans with predictive analytics. 

This shift makes securing the right talent non-negotiable. You need professionals who can go beyond the numbers. They should be able to interpret data, communicate insights, and influence stakeholders. 

The Rise of Predictive Analytics in FP&A

Historically, the major focus of finance teams was reporting. They collected financial data manually, compiled it in spreadsheets, and analysed it. Based on this analysis, they created reports and also drafted annual budgets.  

While this retrospective approach was effective in the past, today’s volatile market demands greater agility.  

The introduction of advanced data analytics and visualisation tools has eliminated a lot of the manual work. Automated data entry and report distribution mean that the FP&A teams can now focus on extracting insights from the collected information. 

Additionally, tools like Power BI and Tableau serve as a single source of truth, enabling better collaboration. Crucially, they provide real-time insight—a significant advantage over static annual reports. 

This allows FP&A teams to use past performance data for future forecasting, giving you the data-backed evidence needed to plan out business strategies, manage risks, and adapt quickly to changing market conditions. 

That’s why it’s essential to hire FP&A professionals who combine strong data analysis skills with deep business acumen.  

What Strategic FP&A Professionals Look Like Today 

Before you start looking for FP&A professionals, you must know exactly which skills they should possess. This is critical, given the fact that 11% of respondents say that a lack of skills is hindering a fully integrated FP&A.  

While foundational finance knowledge is a necessity, there are several other skills that can differentiate the top talent. Here’s what you should look for when hiring FP&A professionals in Australia:  

Technical Skills 

Even with the rise of numerous FP&A tools, spreadsheets remain the dominant choice for most businesses — with 52% of organisations still using them in 2024. Modern cloud-based planning platforms, however, have emerged as the second-most popular method. 

For this reason, FP&A professionals need both strong Excel skills and hands-on experience with leading BI tools and data analytics software. In addition, they must possess advanced financial modelling and analytical capabilities to extract actionable insights from the data they manage. 

Soft Skills

FP&A professionals should also be able to communicate their findings well. That’s where soft skills come into the picture. They must possess the ability to break down complex financial data into simple insights that non-financial audiences can understand.  

Additionally, they should show a willingness to adapt to new technologies that can deliver powerful data-driven insights and give an edge to the business.  

An inquisitive mindset is also desirable. It pushes them to dig deeper into data to find the right set of insights.  

Most importantly, FP&A professionals must excel in business partnering—a skill that 50% of organisations rank as the top priority when hiring. This requires a deep understanding of the business, a solutions-oriented mindset, and the ability to collaborate effectively across multiple departments. 

Ultimately, the professional should be able to guide the organisation’s future growth by influencing, challenging decisions, and partnering directly with the leadership. 

Commercial Skills 

As the FP&A team plays the role of a business partner, the professionals must have a strong commercial acumen, which allows them to align financial goals with the overall company strategy. 

Moreover, before they recommend an action, they should be able to analyse the business scenario themselves to understand the impact of that move. This requires deep strategic planning and scenario analysis skills. 

The top FP&A talent will also be aware of market trends and customer behaviour. It plays a key role in making business decisions. Lastly, they must be agile enough and have plans in place to adjust to changing market conditions. 

How to Identify and Attract Predictive, Business-Partnering FP&A Talent 

Attracting Talent

Before recruiting, ensure your tech stack is up to date. Also, clearly define the strategic nature of the role. Both these will help you increase the role relevance for the candidates and make your organisation attractive to the top talent. 

When launching your recruitment campaign, be sure to highlight clear growth opportunities for candidates. They should see a well-defined path for advancement within the organisation. Outline the initiatives you’ll provide to support their development, such as a dedicated learning budget or structured upskilling programs.  

Furthermore, provide cross-functional exposure that enables them to collaborate with different departments across the business, enhancing their overall business acumen.  

Assessing Candidates 

To pinpoint top talent, assess candidates across several key areas, including:  

• Understanding and experience of using the tools in your tech stack. 
• Curiosity and a questioning mindset. Test their ability to dig into the “why” behind a particular business driver. 
• Knowledge of various business functions and a deep understanding of the organisation’s business model and industry. 
• Ability to create multiple strategies for future business growth, based on various potential future outcomes.  
• Key communication and relationship-building skills that can turn them into strategic advisors for stakeholders in the company. 

To evaluate candidates on these parameters, consider using task-based assessments that present real-life scenarios and observe how they respond. This provides valuable insight into their strategic thinking. During interviews, ask questions designed to gauge both their communication skills and analytical depth.  

For instance, you can ask, “How would you explain the concept of WACC (Weighted Average Cost of Capital) or NPV (Net Present Value) to someone with no financial background?” 

Start Finding the Right FP&A Talent in Australia

The days of FP&A being confined strictly to compliance are over. Today, they’re your business partners. The right professionals will bring clarity to your business strategy, improve efficiency, and drive more revenue. 

When you’re hiring FP&A professionals, look beyond the spreadsheet. Judge their predictive analytics, communication, strategic thinking, and business partnering skills. 

An expert partner can make a lot of difference here. 

TalentWeb brings over 15 years of experience as a finance recruitment agency in Australia. We know exactly how to position your business to attract the right FP&A talent who will improve your long-term business performance. 

Get in touch with us to learn how we can assist you throughout the recruitment process (and beyond).