By Lucy Rider, Senior Director
– Last Updated: June 2026
Hiring a Finance Director for a charity or the not-for-profit sector isn’t the same as hiring one anywhere else. The technical bar is just as high. But the person also has to believe in what the organisation is doing – and that changes everything about how you recruit.
In the charity and not-for-profit sector, finance leadership is not simply about balancing the books. The right Director of Finance, Finance Manager, or CFO shapes an organisation’s ability to pursue its mission, navigate funding uncertainty, and support the case for investment when resources are limited. Generating a surplus or reducing costs is not the full picture. If charitable objectives are not being achieved, having cash in the bank is not the same success you might see in other sectors.
At Broster Buchanan, we see this play out daily across our Yorkshire and North of England network. Whether we are supporting a cultural institution to appoint a Director of Finance capable of managing complex income streams, or helping a public health organisation secure a Finance Manager who can translate numbers into a clear narrative for a non-finance board, the impact of the right hire goes well beyond finance. It directly influences outcomes for communities and stakeholders.
What makes senior finance recruitment in this space genuinely different is the balance it demands. Candidates need to be technically strong, audit-ready, governance-aware, and confident with SORP. At the same time, they must be aligned to the organisation’s mission, able to build relationships across diverse stakeholder groups, and comfortable working in leaner environments. These roles are not easier because they are often lower paid. In many cases, they are more complex and more demanding.
When recruitment is not handled well, the impact is felt quickly. It is not just an unfilled vacancy. It creates risk across financial controls, funder confidence, board trust, and team morale. In a market where strong finance professionals still have multiple options, and where external pressures continue to influence salary expectations, how you position and run a recruitment process matters more than ever.
At Broster Buchanan, we take the time to properly understand each organisation before going to market. That means getting under the skin of your strategy, your challenges, and your culture. The right hire is not just someone who meets the technical brief. It is someone who will stay, contribute, and make a lasting difference. When values and mission align, retention follows. When they do not, even the strongest candidates can be tempted elsewhere.
Our focus is not just on filling roles. It is on building finance teams that support long-term impact. That is reflected in the longevity of our placements, with many still in post and progressing within their organisations years later.
If you are thinking about hiring, or even just starting to shape what a role should look like, it is worth having a conversation early. We can share real-time insight into the finance talent market, advise on how to position your opportunity, and help you avoid the common pitfalls that slow processes down or put candidates off.
If you want a partner who understands both the technical and human side of finance recruitment in the charity and not-for-profit sector, we are keen to support you.
Whether you need a permanent hire, interim cover, or simply a sounding board before you go to market, get in touch with the Broster Buchanan team today.
Get your charity or not-for-profit approach right
What should a charity look for in a senior finance candidate?
Technical capability is the starting point – audit readiness, governance awareness, confidence with SORP, and the ability to manage complex income streams. But in the not-for-profit sector, that’s rarely enough on its own. The strongest candidates also understand the mission, can communicate financial insight to non-finance boards, and are comfortable working in leaner, more pressured environments than many commercial roles. The balance between technical strength and cultural alignment is what separates a good hire from a lasting one.
How is charity finance recruitment different from commercial finance recruitment?
The candidate profile is genuinely different. Charity finance leaders operate under unique regulatory frameworks, manage diverse and often restricted funding sources, and are accountable to boards and funders in ways that commercial finance roles typically aren’t. At the same time, salaries are often lower, which means positioning the opportunity well – and reaching the right passive candidates – matters more than it might elsewhere. A recruiter without sector experience will struggle to do either convincingly.
When is the right time to start a senior finance recruitment process in the not-for-profit sector?
Earlier than most organisations think. The pool of candidates who combine technical strength with genuine mission alignment is narrower than in commercial finance, and strong candidates at senior level rarely need to wait long for the right opportunity. Starting the process before urgency builds gives you more control over timelines, allows space for a thorough search, and reduces the risk of making a compromise appointment under pressure.
Lucy Rider – Senior Director
Finance and Corporate Services
