From Chaos to Clarity: Smart Hiring and Job-Hunting Strategies

The first half of 2025 has been anything but steady. Proposed tariffs have caused sharp market fluctuations, fueling economic anxiety from Wall Street to Main Street. Despite this turbulence, the economy has shown resilience, and signs point toward a stronger, more stable second half of the year.

The current unemployment rate stands at 4.1%, below the 30-yearaverage of 5.67%, according to the Bureau of Labor Statistics. While it’s slightly higher than the historic lows of 2022 and 2023 (3.6%), the labor market remains tight — particularly for finance leadership roles.

The top candidates we speak with for high-profile positions are often evaluating multiple opportunities at once. In this competitive environment, having the right partner — like Attolon — can make all the difference in identifying and securing the financial leaders your company needs.

Whether you're looking to hire or be hired, navigating today’s market requires flexibility, strategy, and a fresh approach. Here are Attolon’s top recommendations for both candidates and hiring managers.

For Hiring Managers

• Focus on retention first: identify employees who are flight risks and engage with them to determine how you can keep them on the team and happy. Determine ways to upskill and promote from within. Review compensation and benefits to identify risks and opportunities for increases and additional perks.
• Be flexible: consider hiring for potential and not perfection and revisit what you feel is a requirement versus what may be more of a preference. Ultimately you need to determine where you are comfortable making concessions without jeopardizing the integrity of the role. For instance, you might consider offering remote or hybrid work options or compressed work weeks. Try an interim hire first if you can’t find the right hire immediately.
• Partner strategically: referrals go a long way so tap into your network. Explore working with an executive search firm that has deep local market knowledge.
• Show transparency: communicate honestly with interviewees about the number of candidates in contention for the role. Set expectations for how long the hiring process can take.
• Stay agile with offers: streamline your interview process so you’re ready to move quickly once you find the right fit.
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For Candidates

• Networking: you should be doing this whether you’re looking for a job or not! Check in with your peers, former colleagues, and connections on LinkedIn. Have something to offer them, though, when reaching out. Maybe it’s your own market intel or an article to share.
• Highlight strategic impact: this market favors finance candidates who can zoom out of the details. On your resume and cover letter, state how you’ve spearheaded a finance transformation, achieved cost savings, or led drastic change in processes and procedures.
• Tech prowess: companies are looking for strategic finance executives who have some tech savvy. Highlight your experience integrating new systems and your comfort with cloud platforms and automation. If you’re not at least proficient in new technology now, find ways to upskill quickly.
• Be flexible: keep an open mind related to commute, salary and benefits, and consulting. Interim opportunities can be entry points to full-time positions.
• Be patient: The hiring process may be lengthy and can take several rounds of interviews. There may also be several candidates in contention for a position, which can exacerbate the delay. Ultimately, companies may just want to take a bit more time to deliberate to be sure they are making the right choice.
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Written By: Jim DeLuccia
July, 2025