The technical skills are the entry ticket
Every credible CFO candidate can run a close, sign off a statutory set, build a three-way model and hold a conversation about consolidations. That is the price of admission. If you are assessing someone against a checklist of technical capabilities, you are grading the floor rather than the ceiling.
What CFOs themselves ask me for reflects that. The capabilities they say they are desperate for in the Australian market run from technical accounting depth in IFRS and consolidations, through data analytics for insight, to tech literacy for efficiency and strategic commercial thinking.[1] The first item on that list is table stakes. The last one is what actually gets somebody the job.
Strategic skills are what you are really buying
The CFO role transcends financial reporting. It covers strategic advice, challenging decisions and critical business input.[2] A great CFO is the person in the room who can say the number will not work and be believed, and who can then say what would work instead.
Businesses value finance leaders who speak the language of operations, technology and strategy, not just accounting.[3] That is a translation job as much as a finance one. If the sales leader and the engineering leader both leave a conversation with the CFO understanding what the numbers mean for their own decisions, the CFO is doing the role properly.
| What most job specs ask for | What actually predicts a great CFO | |
|---|---|---|
| Technical accounting | Listed first and weighted heaviest in most job specs. | Assumed. It gets someone onto the shortlist. It has almost no power to predict who succeeds once they are in the seat. |
| Forecasting and modelling | Framed as a tooling skill: Excel, ERP, the model itself. | Framed as a judgement skill. Whether the assumptions hold up, and whether the board believes the forecast, matters more than the build. |
| Commercial partnering | A line at the bottom of the spec, rarely tested. | The core of the job. Being able to speak operations, technology and strategy rather than only accounting. |
| Relationship with the CEO | Treated as chemistry, assessed informally if at all. | Scored explicitly. Without instinctive trust from the CEO, technical ability stops mattering. |
| Adaptability | Proxied by years of experience or company size. | Tested directly: can they think when there is no playbook? The most reliable predictor in a startup or scale-up. |
Trust is the multiplier on everything else
If the CEO does not instinctively trust or enjoy working with the CFO, technical ability becomes irrelevant.[2] I have watched this play out often enough to treat it as the primary risk in any senior finance hire rather than a soft consideration at the end of the process.
The same holds inside the function. Numbers matter, but trust matters more, because without it even the best reporting will not get used.[4] A great CFO produces work the business acts on. A competent one produces work the business files.
If you are weighing up how the CFO seat works alongside the rest of the executive team, I break down what each C-suite role actually owns here.
Great depends on the stage of the business
There is no single profile. A great CFO at a 500-person listed business and a great first CFO at a 60-person VC-backed scale-up are close to different jobs. The listed CFO is optimising an established machine. The first CFO is building one while the business runs.
In the businesses I recruit for, Australian startups and scale-ups getting their first CFO at 50-plus heads and $10 million-plus ARR,[5] the profile that works is someone who can think when there is no playbook. In fast-growing environments finance teams often double as operations, strategy and systems, with VC expectations driving faster cycles and tighter budgets while the structure is still forming.[6] Somebody who needs a process to already exist before they can be effective will struggle here regardless of their record.
One warning for candidates: do not take a startup role expecting a corporate environment enhanced with equity. Startup land means embracing chaos and ambiguity and rolling with whatever the day throws at you.[7] Plenty of technically excellent finance leaders are not built for that, and there is no shame in knowing it before you sign.
A practical checklist for assessing one
If you are writing an interview scorecard rather than reading theory, these are the four things I would weight heaviest, in this order.
- Commercial judgement under incomplete information. Ask them to talk through a decision they got wrong and what the second-order effects were. Vague answers here are disqualifying.
- Influence without authority. How did they get a sales or product leader to change course? If every example runs through the CEO, they lead through escalation rather than credibility.
- Comfort with ambiguity. What did they build from nothing, and what did they deliberately choose not to build yet?
- Chemistry with your CEO. Treat this as a scored criterion, not a gut check at the end.
If you are not yet sure the business needs a CFO at all rather than a Head of Finance, I go through the signals here.
Common questions
What makes a great CFO different from a competent one?
Technical capability separates a credible candidate from a non-candidate, not a great CFO from a competent one. At CFO level the accounting craft is assumed. The differentiators are commercial judgement under incomplete information, the ability to influence leaders who do not report to them, and a relationship with the CEO strong enough to survive disagreement. If the CEO does not instinctively trust the CFO, technical ability becomes largely irrelevant.
What skills should a CFO have?
Two layers. The technical layer covers financial reporting, statutory compliance, consolidations, budgeting, forecasting and systems literacy. The strategic layer covers capital allocation, commercial partnering with the executive team, risk judgement and the ability to translate finance into decisions other functions can act on. Finance leaders I speak with tell me the capabilities most in demand in the Australian market run from technical accounting depth through data analytics to strategic commercial thinking.
Does a great CFO need to be a qualified accountant?
In the Australian market a CA or CPA is still the common path and it removes doubt about technical depth, so most CFOs hold one. It is not universal, and it is not what decides whether someone is great in the seat. Plenty of strong CFOs came through commercial, FP&A or corporate finance routes. What matters is whether they can carry the financial consequence of strategy, not which body issued their designation.
Does what makes a great CFO change with company size?
Substantially. A great CFO at a large listed business is optimising an established machine with an established team. A great first CFO at an Australian scale-up, typically past fifty people and ten million in ARR, is building the machine while the business runs. In those environments finance often doubles as operations, strategy and systems, so the profile that works is someone who can operate without a playbook rather than someone with the largest prior remit.
References
- Tom Hunter on what CFOs tell him they need in the Australian finance market: technical accounting depth including IFRS and consolidations, data analytics for insight, tech literacy for efficiency, and strategic commercial thinking.
- Tom Hunter on the CFO remit: the role transcends financial reporting and covers strategic advice, challenging decisions and critical business input; if the CEO does not instinctively trust or enjoy working with the CFO, technical ability becomes irrelevant.
- Tom Hunter on what businesses value in finance leaders: they want people who speak the language of operations, technology and strategy, not just accounting.
- Tom Hunter on trust in finance leadership: numbers matter, but trust matters more, because without it even the best reporting will not get used.
- Story Recruitment focus: the first finance hire in a startup (Head of Finance or Financial Controller, 10 to 20 headcount, $5 to $10 million ARR or less) and the first CFO hire (50 plus heads, $10 million plus ARR).
- Tom Hunter on fast-growing environments: finance teams often double as operations, strategy and systems, with PE and VC expectations driving faster cycles and tighter budgets while the structure is still forming.
- Tom Hunter's advice to finance professionals considering a startup: do not take the role expecting a corporate environment enhanced with equity. Startup land means embracing chaos and ambiguity and being prepared to roll with whatever the day throws at you.