Agency Blog

The Shift in the Financial Controller Role In recent months, we’ve observed a marked rise in demand for Financial Controllers across Funds Management, Superannuation, and FinTech sectors. Compensation data aligns with this trend, reaffirming that these roles now command higher salaries and expectations. Compensation Trends: What the Numbers Show Average base packages for Financial Controllers range between A$150,000 and A$175,000, with senior roles frequently exceeding A$200,000. Total remuneration can reach up to A$265,000, particularly when candidates bring both technical depth and commercial leadership. This reflects an increasingly competitive market for financial leadership. Why the Surge? Three structural forces are reshaping the Financial Controller role: Industry Consolidation Structural shifts, especially in superannuation and funds, have created demand for leader’s adept at navigating complex integrations and reinforcing financial governance. Heightened Regulatory Expectations With scrutiny on governance and oversight rising, Controllers are now critical in interpreting regulatory guidance and integrating it into operations. Evolving Role Scope Controllers are evolving from guardians of financial accuracy to strategic partners. They’re now expected to drive budgeting, forecasting, cross-functional collaboration, and business-led financial insights. What Did the 2024 EY Survey Reveal? EY’s 2024 “DNA of the Financial Controller” research offers compelling data on this evolution: A striking 86% of controllers expect their roles to change significantly over the next five years, with 26% anticipating a completely new and unfamiliar skill set. The most common vision for the future? Transitioning into roles that emphasize value creation, not just value protection or optimization, cited by 39% of survey respondents. The concept of the “Age of And” captures this dual expectation: maintain accuracy and compliance while also driving innovation, value, and strategic growth. A subset of “confident controllers” are already leading on technology and innovation: 37% of this group actively drive innovation, compared to 25% of their peers. Despite this,…

Why private wealth and family offices are opting for flexible leadership Boutique financial services firms, particularly within Australia’s private wealth and family office sectors, are increasingly turning to fractional C‑suite executives. This model offers access to top-tier leadership without the long-term cost or commitment of a full-time appointment. For firms navigating growth, complexity, and regulatory change, fractional executives provide an agile way to gain strategic expertise when it’s needed most. What’s Driving the Shift The appeal lies in a combination of cost efficiency, agility, and access to specialist skills. By engaging a fractional CFO, COO or CMO, boutiques can bring in senior leadership to professionalise operations, sharpen governance, or elevate client experience, without carrying the overhead of a permanent C‑suite. This shift is not isolated to Australia. Globally, fractional leadership is gaining traction as firms seek flexibility and strategic depth. As Forbes recently observed, the model has moved from being an alternative solution to a core part of modern business strategy, blending the impact of consulting with the continuity of embedded leadership. The Value Add in Practice For many firms, fractional leaders are delivering rapid impact. A fractional CFO can stabilise cashflow, prepare a business for audit or transaction, and introduce clearer financial metrics. A fractional COO might refine the operating model, streamline custodians and service providers, or uplift middle and back-office functions. Meanwhile, a fractional CMO can modernise brand and digital presence, strengthen adviser and client journeys, and drive new growth. In some cases, firms even appoint fractional CIOs to oversee governance cadence and portfolio due diligence. Professional Planner has gone as far as calling fractional leaders the “secret weapon to unlocking growth,” particularly for advice firms grappling with higher compliance expectations and cost pressures. Evidence From the Market Australian adoption is accelerating. Data shows recruitment for fractional and…

2025 Annual Report: The Evolving Workplace We are pleased to launch our 2025 Annual Report: The Evolving Workplace — our second annual report and a reflection of our ongoing commitment to providing a valuable resource to our clients and candidates each year. This year’s report goes beyond salary benchmarking, offering in-depth insights into how businesses are adapting to ongoing change. A key theme that emerged was the growing pressure on organisations to achieve more with fewer resources, driven by economic conditions and evolving employee expectations. Our 56-page report has been tailored specifically to the financial services industry, covering: Detailed salary benchmarking across a wide range of roles in investment management, superannuation, wealth management, risk & compliance, product & marketing, banking, operations, project management & transformation, accounting & finance, corporate services, and executive support — helping businesses remain competitive in the current market. In-depth market insights, analysing key economic factors influencing hiring, retention, and remuneration trends across the Australian financial services sector. Retention strategies, outlining practical, evidence-based approaches to strengthening employee engagement and loyalty in a market where top talent is in high demand. Leadership evolution, highlighting the increasing need for agile, emotionally intelligent leaders who can navigate continuous change and foster resilient, high-performing teams. Wellbeing and productivity initiatives, exploring how businesses are redefining the employee experience by integrating wellness, purpose, and professional development into their EVP (Employee Value Proposition). The impact of digital transformation, detailing how automation, AI, and technology innovation are reshaping skill requirements and organisational structures across the sector. We were joined by executives from across the financial services industry at Hinchcliff House, where our guest speaker, Vanessa Bennett, CEO of Next Evolution Performance, shared powerful neuroscience-backed strategies to boost productivity and retention without risking burnout.   How to access our Annual Report With remuneration reviews in the…