How to run an effective financial services recruitment process in Germany

Germany is a key financial hub in Europe, with cities like Frankfurt, Hamburg and Munich serving as bases for numerous multinational corporations and financial services providers.

The demand for skilled finance professionals across the financial services sector is increasing, particularly in areas such as financial planning and analysis, risk management and regulatory compliance.

Given the competitive job market, businesses must optimise their finance recruitment process if they want to attract and retain top talent – especially English-speaking professionals in multinational environments. Platforms like XING can be also valuable tools during the job search process in Germany.

Here are the steps to an effective financial services recruitment process in Germany and how specialist recruitment agencies like Brewer Morris can help you secure the best finance candidates.

• Understanding the financial services recruitment market in Germany
• Key steps to running an effective financial services recruitment process
• 1. Define the role and required skills
• 2. Work with a specialist recruitment agency
• 3. Use the right recruitment channels
• 4. Optimise the hiring process
• 5. Retain and develop finance talent

Understanding the financial services recruitment market in Germany

With increasing regulatory requirements, economic shifts and digital transformation, finance teams in Germany face growing challenges. Finance professionals must have strong analytical skills, problem-solving abilities and a deep understanding of financial systems to support business initiatives. English proficiency is highly valued in many international finance roles.

Key trends in the German financial services job market include:

• High demand for financial planning and analysis skills: businesses require finance professionals who can manage budgets, forecasts and strategic planning effectively
• The growing role of risk management: companies need experts who understand financial risk, regulatory frameworks and internal controls
• Increased focus on finance technology: finance teams must optimise processes using ERP systems, data analytics tools and automation
• Need for strong communication skills and stakeholder management: finance professionals collaborate with CFOs, controllers and business leaders, often in English-speaking environments

With demand outpacing supply, hiring managers in Germany must refine their recruitment strategies to attract and retain top finance professionals – including understanding work permit requirements for international candidates.

Key steps to running an effective financial services recruitment process

1. Define the role and required skills

Before starting the hiring process, employers within the financial services sector should clearly define the finance role they are recruiting for. Whether hiring a Financial Analyst, Finance Manager or Head of Finance, specify the key responsibilities and required skills including English proficiency where necessary. Consider whether the position is full-time or part-time, based on business needs.

What does a Head of Finance do in Germany?

A Head of Finance is responsible for overseeing financial planning, budgeting and risk management. They work closely with CFOs, controllers and other stakeholders to ensure financial stability. They should have strong analytical skills, leadership abilities and experience with financial systems, as well as strong English communication skills for multinational interactions.

What skills does a Head of Finance need in Germany?

• Expertise in corporate finance, risk management and regulatory compliance
• Experience with ERP systems, Excel and financial reporting tools
• Strong communication skills for managing internal and external stakeholders, often in English if within a multinational
• A bachelor’s degree in finance, accounting or a related field
• Leadership and project management skills to drive finance initiatives

Having a well-structured job description ensures alignment between hiring managers, CFOs and potential candidates. Including the years of experience required can help attract the most qualified job seekers.

2. Work with a specialist recruitment agency

Finding the right finance professionals requires access to a specialised candidate pool. A general hiring process might not be sufficient, making finance recruitment agencies like Brewer Morris invaluable for businesses looking to hire in Germany – especially when seeking English-speaking talent.

How can companies in Germany ensure an effective recruitment process?

Working with a specialist finance recruitment provider like Brewer Morris can:

• Improve access to top finance talent: we have an extensive network of finance professionals, including those not actively searching for a new job and English-speaking candidates suitable for international roles. Our recruitment consultants provide in-depth knowledge of the German job market across the financial services sector
• Enhance recruitment efficiency: we streamline the hiring process, reducing time-to-hire and ensuring the best fit for the role
• Provide market insights and salary benchmarking: our finance recruitment experts understand industry trends, hiring expectations and compensation benchmarks
• Ensure a tailored hiring process: by focusing on finance-specific roles, we help businesses find professionals with the right mix of technical and leadership skills, including English proficiency when required

For businesses looking to optimise their recruitment process, partnering with a specialist agency is one of the most effective solutions.

3. Use the right recruitment channels

Attracting finance professionals requires a targeted approach that goes beyond traditional job postings. Companies should leverage multiple recruitment channels, including:

• LinkedIn and professional networks: engage with finance professionals actively searching for new job opportunities, including English-speaking candidates for international roles
• Finance and financial services-specific job boards and recruitment platforms: ensure your job postings reach the right audience by using relevant job portals, including XING which is widely used in the German job market
• Industry webinars and networking events: connect with finance leaders and professionals, often conducted in English for broader reach
• Employee referrals: find qualified candidates through referrals from your finance team members

A well-structured recruitment strategy ensures that companies reach qualified professionals with the necessary work experience and skills.

4. Optimise the hiring process

A slow or inefficient hiring process can result in losing top finance talent to competitors. To secure the best candidates, financial services companies in Germany should follow these steps:

• Set clear timelines: define the hiring process from initial job posting to final offer, including each stage of the interview process
• Use structured interviews: assess technical expertise in financial analysis, budgeting and compliance, as well as English communication skills if required. Prepare for each job interview with clear criteria
• Test analytical and problem-solving skills: evaluate candidates’ abilities through case studies or scenario-based assessments
• Ensure CFO and hiring manager involvement: ensure all stakeholders align on key finance activities and expectations
• Offer competitive salary and benefits: attract top talent with strong compensation packages, including health insurance and other perks

By streamlining the hiring process, you can improve your chances of securing highly skilled finance professionals.

5. Retain and develop finance talent

Hiring top finance professionals is only part of the challenge – retaining them is equally important. We can help you:

• Enable continuous learning and career development: provide opportunities for training, certifications and system upgrades, including English language development if needed. Offer career advice to help professionals grow within the company
• Offer clear career progression within the finance team: support professionals in advancing to senior roles
• Optimise the work environment: invest in initiatives such as flexible work arrangements and project management improvements, whether for full-time or part-time employees
• Encourage collaboration and stakeholder engagement: ensure finance teams work effectively with business units, risk management and compliance teams, often requiring strong English communication

Businesses that invest in their finance teams reduce turnover and improve long-term financial performance.

Salary expectations

Understanding salary expectations is critical for attracting and retaining top finance talent in Germany. The strong economy and strategic location make it an attractive destination for multinational corporations and financial services firms, increasing the demand for skilled finance professionals (especially those proficient in English).

How much do finance professionals earn in Germany?

Salary expectations for finance professionals in financial services businesses vary by experience and location. Typically, these are the salary ranges for key roles:

Financial Analyst: EUR 60,000 – EUR 75,000

Finance Manager: EUR 70,000 – EUR 110,000

Senior Finance Manager: EUR 90,000 – EUR 140,000

Head of Finance/CFO: EUR 120,000 – EUR 300,000

These figures highlight the importance of offering competitive compensation packages to attract and retain top talent in the German finance market.

Download our salary guide for more specific salary benchmarking.

Get in touch with us today to evolve and improve your recruitment process, from crafting compelling cover letters to streamlining the application process and managing onboarding effectively.

We can also provide information around German labour laws and help you navigate work permit requirements when hiring international finance candidates.