In Part 1, we explored a pattern we are seeing more frequently among senior finance professionals. Individuals who have stepped away from a role but have chosen not to immediately reflect that change on their LinkedIn profile.
Often, this comes back to a long-standing belief. That you need to be in a job to get another one.
It is an understandable perspective and one that has held true in parts of the market for a long time. At a senior level, particularly within finance, the reality is often more nuanced.
From our experience speaking to CFOs, Finance Directors and senior commercial finance leaders, very few are ever fully “off the market.” They remain quietly connected to it, having occasional conversations and staying in touch with trusted contacts. They keep a sense of what the next step might look like, even while performing in their current role.
At a senior level, progression is rarely reactive. It is considered over time, with an awareness of where the next step might come from and what it needs to look like.
Opportunities do not arrive on a fixed timeline and for that reason, conversations tend to happen regardless of whether someone is in role or between positions.
Which is why the idea that opportunity only exists whilst in a role becomes less clear. Being able to take a conversation, whether immediately or over time, is simply part of managing a long-term career.
Another factor we often hear is the desire to take a short break between roles.
This is completely understandable; a period of pause can be both necessary and well earned!
In those moments, leaving a role open can feel like a way of holding space before deciding what comes next.
The practical reality, however, is that transitions at this level can take time. Intended short breaks can move quickly, opportunities take time to surface, and processes can be longer and more considered than anticipated.
Our advice would always be to remain lightly connected to the market during that period. It does not mean rushing a decision, simply keeping options open.
There is also a more practical consideration. In situations where candidates have broadly similar experience, leadership capability and sector exposure, timing can play a role. Being available to start sooner can, in some cases, be an advantage.
Not because one candidate is stronger than another, but because business needs and timelines do not always align perfectly. Being open about availability can therefore help ensure those conversations happen at the right time.
There is no right or wrong approach. The decision to update a profile, to take time out, or to step back from the market altogether is a personal one. And the instinct to manage how a transition is presented is entirely human, but the broader context is shifting.
Redundancy, restructuring and career transitions are increasingly part of the normal cycle of senior finance careers. The question may simply be whether the perception of being “available” has kept pace with the reality of the market.
We would be interested to hear how others are approaching this, particularly at senior level.
If you are considering your next move or simply want to sense check how your experience sits in the current market, we are always open to a confidential conversation.
