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CFO Talent Outlook: What Sponsors Need to Prepare For in 2026
by Eric Walczykowski, Marie Deller
The finance function is entering the most competitive talent cycle we have seen in several years. Deal activity is rising. Exit windows are opening. Performance expectations are tightening. Whenever these forces converge, demand for proven CFOs increases faster than supply. That is exactly where the market stands today.
In my recent conversation with Marie Deller, our newest Partner in the Finance Executive Recruiting Practice, we spent time unpacking what is real, what is changing, and what private equity sponsors should expect in 2026.
Watch the full conversation with Marie Deller on Tailored Talent.
A Strong Addition to the Finance Practice
Marie brings depth that matters. She started her career in audit, which means she understands how financial operators think, how they evaluate risk, and how they process the mechanics behind value creation. That perspective is rare in search and it immediately raises the level of conversation with both candidates and sponsors. Welcoming her to the firm strengthens the way we approach CFO work in private equity software.
Why Fewer CFOs Are Moving
The biggest shift is straightforward. CFOs are staying put. When a credible exit begins to reappear, many leaders choose to remain with the company they have been building. They want to see the outcome, and the financial upside can be meaningful.
As a result, demand now outweighs availability. Sponsors feel it. CEOs feel it. The competition for proven operators continues to intensify as deal flow accelerates.
Constricted Market for Proven CFOs
This trend connects directly with an observation from Katelyn Quaresma, our Head of the Finance Practice. During the downturn, many sponsors replaced their CFOs early in the hold period to reset execution and restart value creation. That reset cycle created a long term effect. The CFOs inclined to leave challenging or underperforming situations already made their moves in 2022 and 2023.
The leaders who remain in seat today are tied to assets with credible exits expected in the next twelve to eighteen months. They want to finish the work and participate in the outcome, which significantly reduces mobility at a time when demand is rising.
This is why the market feels as tight as it does. The number of truly movable, experienced CFOs is at one of its lowest points in years, and timing has become the determining factor in whether a search advances quickly or stalls.
The Return of Location as a Deciding Factor
Another shift that investors should not underestimate is the reappearance of location as a strategic requirement. Flexibility widened the talent pool for several years, but more CEOs are now signaling that they want their CFO physically closer.
This has real implications. When location becomes non-negotiable, the size of the viable market changes immediately, and competition increases within specific regions and time zones. Sponsors who assume a national pool often discover they are competing in a much smaller field.
Why Data Precision Matters More Than Ever
In tight markets, assumptions fail quickly. Precision becomes the differentiator. Our AI-powered Executive Index was built for this reason. It gives a current, evidence based, top-down view of the entire CFO landscape, not a static list of names.
The Index tells us which operators have been through an exit, where they sit in the investment cycle, and whether timing aligns with a potential move. When availability tightens, this visibility is not a luxury. It is the only way to move with the speed and accuracy private equity requires.
A Culture That Enables Performance
Marie also raised a fantastic point that reflects our approach at Bespoke. We are a high performance firm, yet we are intentional about creating an environment where people can succeed without sacrificing who they are. Being a working parent in this industry is demanding. Supporting leaders through that reality is not separate from our work. It enables them to operate at the level our clients expect.
Strong outcomes come from strong environments. We do not separate the two.
Looking Ahead
As we enter 2026, finance leadership will be one of the most strategic decisions a sponsor makes. The combination of rising deal flow, constrained CFO mobility, and shifting expectations around value creation requires a more informed, more deliberate approach to search.
This is where the partnership between sponsor, CEO, and search firm becomes essential. Data, timing, and clarity will define who wins the competition for the next generation of CFOs.
To learn more about finance leadership trends, subscribe to the Tailored Talent podcast or connect with the finance executive search team at Bespoke Partners.
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