Most senior finance roles in London never reach a job board. The best CFOs, finance directors, and heads of finance are placed off-market through retained search and discreet headhunter outreach. Marks Sattin has placed senior finance talent across the City for 30+ years. Briefs run from CFO to Head of FP&A. Retained fees apply.
Key Takeaways
- Finance headhunters operate on retained search, not contingent recruitment, with fees structured against confirmed assignment fees of 25-33% of first-year cash compensation.
- Marks Sattin's executive search desk places CFOs, finance directors, and SMF-eligible finance leaders into London-based PE-backed, PLC, and owner-managed businesses.
- Roughly 75% of senior finance placements in London during 2025 went to passive candidates already in role at competitor firms, sourced through direct headhunter outreach rather than job board response.
What a Finance Headhunter Actually Does for a London Hire
Finance headhunters run end-to-end retained search for senior finance posts. The work covers brief discovery, market mapping, direct candidate approach, qualification interviews, technical and cultural screening, board-level shortlist presentation, reference verification, and offer management. Retained fees fund deep candidate diligence that contingent recruitment cannot afford to deliver. Most City finance directors and CFOs sit firmly in the passive market until a headhunter reaches them directly.
How does headhunting differ from contingent recruitment?
Contingent recruiters work on placement-only fees, which forces volume over depth across multiple clients chasing the same active candidates. Headhunters work on retained search with exclusive briefs, dedicated researcher time, and direct outreach to candidates who aren't applying anywhere. The economic model determines the candidate pool: contingent yields active candidates, retained yields the passive senior pool.
When should you use a finance headhunter rather than an internal team?
Use a headhunter when the role is senior (£120k+ base), the candidate pool is small (<500 qualified individuals in the UK), the brief is confidential, or the hire is critical to a fundraise, exit, or transformation. Internal talent teams cover repeatable mid-market roles well. They rarely have the market access, peer networks, or research bandwidth to run a senior finance search to completion.
How Marks Sattin Runs Retained Search for Senior Finance Roles in London
Every retained brief opens with structured board-level discovery on role scope, capital structure, growth ambition, and cultural priorities. We build a long list of 30-50 mapped candidates against verified criteria before approaching anyone. Shortlists land within 20-25 working days for standard CFO briefs and 30-35 for niche briefs (regulated, sector-specialist, or international candidates). The full process compounds against our investor-led CFO and executive search practice, which carries dedicated coverage for PE and VC-backed CFO appointments.
What does the retained search process actually look like?
Phase 1: brief discovery and search strategy (week 1). Phase 2: market mapping and long-list build (weeks 2-3). Phase 3: direct candidate approach and screening (weeks 3-4). Phase 4: shortlist presentation and client interviews (weeks 4-6). Phase 5: reference checks, offer, and counter-offer management (weeks 6-8). Total cycle: 8-10 weeks for standard senior finance briefs.
How does Marks Sattin maintain confidentiality on sensitive senior searches?
Every confidential search runs under a coded brief with redacted client details on outreach until the candidate signs an NDA. We screen candidates against the client's competitor list before approach. Sitting CFOs at PE-backed competitors are approached through trusted intermediaries, never directly through email or LinkedIn. Confidentiality protocols protect both client and candidate during sensitive transitions.
What a Senior Finance Hire Costs You in London
Senior finance compensation in London continues to outpace regional benchmarks in 2026. PE-backed CFOs at £100m+ turnover businesses command £180k to £260k base plus bonus, LTIP, and carried interest where structured. PLC and listed subsidiary CFOs benchmark £200k to £350k with full executive package. Hiring patterns across the first 100 days of a CFO appointment shape both the brief and the onboarding plan.
What do London-based finance directors and CFOs earn in 2026?
Finance directors at £20m-£75m turnover London businesses earn £130k to £180k base. PE-backed CFOs at £75m-£250m turnover earn £180k to £260k base plus bonus and LTIP. PLC CFOs at listed subsidiaries reach £250k to £400k with full executive package. Heads of FP&A and divisional finance directors run £110k to £160k base.
What's the typical retained search fee structure for a London CFO appointment?
Retained search fees typically run 25-33% of first-year cash compensation, billed in three instalments: retainer on engagement, second instalment on shortlist delivery, and final instalment on appointment. Some retained models include success premiums on early appointment or replacement guarantees if the candidate leaves within 12 months. Standard guarantee period is six months from start date.
Frequently Asked Questions
How long does a senior finance retained search take in London?
Standard CFO and finance director retained searches in London take 8-10 weeks from brief to offer accepted. Niche briefs (FCA-authorised, international, sector-specialist) extend to 12-14 weeks. Counter-offer management often adds a further week. Most clients see first shortlist delivery within 20-25 working days, with interview cycles running over the following 2-3 weeks.
Can a finance headhunter help with fractional or interim CFO appointments?
Yes. Marks Sattin places permanent, interim, and fractional CFOs across London. Interim cover suits transformation projects, fundraise preparation, and maternity leave at SMF-eligible level, with day rates running £900 to £1,800. Fractional CFOs (1-2 days per week) suit pre-Series A founders and SME boards needing senior finance discipline without permanent headcount.
How does Marks Sattin source passive senior finance candidates in London?
Roughly 75% of senior finance placements come from passive candidates we approach directly. Our headhunter team uses peer networks among sitting CFOs, PE portfolio company referrals, alumni groups from top accountancy firms, and direct outreach to finance directors at competitor firms. Most senior finance leaders aren't applying anywhere when we contact them.
What's the difference between an executive search firm and a finance headhunter?
Executive search firms cover senior roles across all functions (CEO, CFO, CIO, CMO). Finance headhunters specialise in the finance function and bring deeper market mapping in CFO, FD, FP&A, and treasury roles. Marks Sattin operates as a specialist finance headhunter inside a broader recruitment business, giving clients sector depth plus the breadth of a full-service partner.
Should a London business use the same headhunter for the CFO and the FD?
Often yes, but it depends on reporting structure. When the FD reports to the CFO, using the same headhunter prevents conflict of interest on candidate poaching and maintains consistency on cultural fit benchmarks. When the FD and CFO are parallel division leads, separate searches protect candidate confidentiality. We advise on the right structure at brief stage.
Brief Marks Sattin
Speak to our London finance headhunter team to brief your next CFO, finance director, or senior finance hire. We'll run a confidential retained search and deliver a vetted shortlist within 20-25 working days.
