Why your next finance hire could cost you $2.2 million.

A single hiring mistake can quietly become a seven-figure problem. Research from Dr. Bradford Smart shows a bad hire can cost up to 27 times the individual’s annual salary. For a $150,000 finance role, that’s a potential $2.2 million hit, not just in wasted compensation, but in lost productivity, weakened morale, and strategic drift. 

In finance, the damage compounds quickly. A misaligned finance leader can disrupt forecasting, undermine compliance, and shake stakeholder confidence. Teams begin second guessing decisions, projects stall, and high performers start to disengage. What looks like one mis hire often becomes an organization wide setback. 

This pressure has only grown in 2025. Talent is more selective, hybrid teams demand stronger communication and cultural alignment, and companies have less margin for error. Technical capability isn’t the differentiator anymore, instead behavioural fit, adaptability, and leadership maturity are what determine whether someone will succeed or create hidden costs. 

At Altum, preventing these mistakes starts long before a candidate reaches your shortlist. Because cultural misalignment remains the leading cause of failed hires, we invest in understanding candidates deeply, through learning their strengths, leadership style, communication patterns, cultural preferences, and long term motivations. The best finance talent isn’t applying for roles; they’re excelling where they are and only considering a move when someone they trust presents an opportunity that genuinely aligns with their ambitions. Those long-standing relationships are why they take our calls, and why they listen. 

Our search process reflects the reality that great hiring today is consultative, not transactional. It blends personal judgment, behavioural insight, and real market intelligence to dramatically reduce risk. 

Altum Consulting : Five-Step Process 

1. Targeted network search  We identify the right people through our established network and sector intelligence, not by processing thousands of CVs. 
2. In-person assessment  We conduct in-depth, in-person or comprehensive video interviews to understand how candidates think, operate, and communicate, and whether they’ll thrive in your environment. 
3. Psychometric testing  Thomas GIA and Hogan assessments provide objective insight into cognitive strengths, personality traits, leadership potential, and stress behaviours. 
4. Market intelligence  We benchmark every candidate against the market, evaluate counteroffer risk, and understand what they truly want in their next role. 
5. Integration support  We stay involved throughout resignation and early onboarding to ensure a smooth transition and successful start. 

This structure gives hiring leaders clarity, removes guesswork, and ensures that by the time candidates reach you, they are not only qualified, but they are also aligned. 

In a market where margins are thin and expectations are high, the difference between the right hire and the wrong one can shape your next year of performance. At Altum, we place finance professionals in the TMT and Consumer sectors who deliver impact from day one and stay for the long haul.  

If you're building your finance team or exploring your next career move in the US, get in touch. 

Jamie Elliott  jamie.elliott@altumconsulting.com  +1 (845) 363-6238  www.altumconsulting.com/us