How AI is Transforming Finance Teams in 2025 The finance function is undergoing one of the fastest transformations in decades. Artificial intelligence is no longer a futuristic concept. It is actively reshaping the way finance teams operate across the UK and globally. From FP&A and reporting to accounting and compliance, AI tools are changing the way financial data is collected, processed, and analysed. For finance leaders, this transformation presents both opportunities and challenges. The most pressing question today is how to build teams that are not only skilled in traditional finance but also equipped to thrive in an AI-driven environment. AI in Finance: More Than Automation When businesses think of AI in finance, automation is often the first thing that comes to mind. While automating routine tasks is a significant benefit, AI in finance goes far beyond simple process efficiency. Some of the key applications of AI in finance today include: FP&A Automation AI tools can consolidate large volumes of financial data, forecast trends and generate scenario analyses far faster than traditional manual processes. This allows finance professionals to focus on higher value strategic activities rather than spending hours on repetitive calculations. AI-Enabled Accounting Routine accounting tasks such as reconciliations, invoice processing and compliance checks can now be automated with remarkable accuracy. This reduces human error and allows finance teams to focus on tasks that require judgment and critical thinking. Advanced Reporting and Analytics AI can analyse complex datasets, highlight anomalies, identify trends and provide actionable insights. This enables finance teams to deliver more accurate reports faster and equips business leaders with intelligence that drives smarter decision making. Predictive Planning AI models are increasingly used for predictive analytics, enabling finance teams to anticipate market trends, optimise cash flow, and prepare for multiple business scenarios. AI in finance is not about replacing finance professionals; it is about enhancing their capabilities and enabling them to contribute more strategically to the business. The Skills Finance Teams Need in 2025 As the role of AI grows in finance, the skills required in finance teams are evolving rapidly. Professionals are no longer expected to be purely number crunchers. The modern finance team requires a blend of financial expertise and technical capabilities. Some of the most in demand skills include: Data Literacy: The ability to interpret and work with large and complex datasets is critical. Finance professionals must understand data structures and know how to extract actionable insights. AI and Automation Competency: Understanding and using AI tools effectively is becoming a core part of finance roles. Professionals who can automate reporting, forecast outcomes, and streamline accounting processes are in high demand. Finance Transformation Knowledge Organisations are increasingly looking for finance professionals who can redesign processes to integrate AI tools and drive efficiency. Analytical Thinking AI can provide insights, but professionals are needed to translate those insights into strategic recommendations and business decisions. Change Management Skills: Introducing AI into finance functions often requires cultural and operational changes. Teams that can adapt and lead change are invaluable. Finance leaders who can build teams with these skills will be better positioned to leverage AI as a strategic tool rather than just a process improvement. Why AI Ready Teams Give Businesses a Competitive Edge Companies that integrate AI into their finance functions effectively are seeing tangible business advantages. Some of the benefits include: Faster and More Accurate Reporting Automated processes reduce errors and accelerate reporting cycles, allowing leaders to act faster. Improved Forecasting and Planning AI driven models enhance scenario planning and predictive analytics, making businesses more agile and prepared for change. Cost Efficiency Automation reduces manual workload, freeing finance teams to focus on strategic initiatives that drive growth. Better Decision Making With AI providing actionable insights, finance teams can deliver recommendations that are backed by data and analysis. Enhanced Talent Retention Teams that work with AI enabled tools spend less time on repetitive tasks and more time on strategic work, increasing job satisfaction. However, achieving these benefits requires more than implementing software. It requires teams that understand AI, can work alongside it, and continuously evolve as tools develop. Professionals who combine finance expertise with AI capability are in short supply but are the most valuable in the market. How to Build an AI Ready Finance Team Building a finance team for the AI era is not just about hiring the right individuals. It is about aligning talent with technology and business strategy. Finance leaders should focus on three key areas: Assessing Current Skills Gaps: Identify which areas of your team need AI capability. Do you need support in FP A automation, AI enabled accounting, or data analytics? Targeting AI Savvy Candidates: Seek out FP A analysts, finance transformation consultants, and accounting professionals who have experience using AI tools in real business scenarios. These professionals bring both financial knowledge and technical competence. Providing Ongoing Learning Opportunities : AI tools and finance technology are evolving rapidly. Continuous training and professional development are essential to keep your teams ahead of the curve. At Gravitate we specialise in sourcing professionals who combine finance expertise with AI, automation, and data analytics skills. We help businesses build teams that are not just prepared for the future but are actively driving finance transformation today. AI is transforming finance functions at unprecedented speed. Businesses that embrace these changes and invest in AI ready talent are better positioned to make faster smarter decisions, improve efficiency, and gain a competitive advantage. The future of finance is not about replacing people with technology, it is about enhancing the capabilities of teams with AI tools. The question is not whether AI will impact your finance team. The real question is how prepared your team is to take full advantage of it. The right talent can make the difference between merely keeping up and leading the way in an AI driven finance world.

Why Your Hiring Process Is Costing You Top Finance Talent (And How to Fix It) Hiring finance professionals is more competitive than ever. Candidates with in-demand skills, whether in financial planning, data analytics, business partnering, or transformation, are often juggling multiple offers and moving quickly through the market. Yet too many businesses are losing out on top talent. Not because of poor compensation or lack of opportunity, but because their hiring process is too slow, too unclear, or too frustrating. This post explores the hidden costs of a broken hiring process and what finance leaders and hiring managers can do to fix it—before losing another great candidate. The Real Cost of a Poor Hiring Process You might think your recruitment process is “fine”—but candidates see it differently. And in a candidate-led finance market, their perception is what matters. Here’s how a substandard process costs you more than you might realise: 1. Lost Candidates Top finance professionals often have multiple opportunities on the go. If your process drags out by a week longer than necessary, they will simply move on. Once interest drops, it is rarely recovered. “We really liked them, but they’d already accepted another offer” → Translation: You were too slow. 2. Brand Damage Even candidates you do not hire become brand advocates—or critics. A disorganised or impersonal process reflects poorly on your business and damages future engagement with talent. 3. Internal Strain Delays in hiring can place additional stress on finance teams already stretched thin, affecting month-end close, project delivery, and team morale. 4. Higher Cost Per Hire Longer hiring cycles mean more time spent by internal teams, higher agency fees, and possible temporary cover—all of which hit your budget. Common Hiring Process Failures in Finance Having recruited for finance teams across growth businesses, SMEs, and corporates, these are the most common pitfalls we see: • Delayed Feedback Loops Managers take too long to review CVs or provide feedback after interviews, creating bottlenecks and giving candidates the impression you are not serious. • Overly Complex Processes Five interview stages, lengthy assessments, and unclear timelines frustrate candidates. If they cannot see a clear path to offer, they disengage. • Unclear Role Definition If hiring managers are not aligned on what they need, the interview experience becomes inconsistent. Candidates leave uncertain—and unimpressed. • Poor Communication Silence after an interview. Vague next steps. Lack of feedback. All of these are red flags for candidates—especially those with high standards. • No Flexibility Rigid scheduling, inability to accommodate virtual interviews, or insisting on full-time office presence when the market is moving hybrid-first—all drive talent away. The Solution: A Smarter, Faster, More Human Process The good news? Most of these issues are fixable. Here is how: 1. Define the Role and Ideal Candidate Up Front Before advertising, align all stakeholders on what success looks like. Agree on core skills, culture fit, and key outcomes. This will reduce decision-making time later. 2. Streamline Interview Stages Aim for no more than three meaningful interactions: Initial screening (can be recruiter-led) Hiring manager interview Final stage (with stakeholder, task, or panel) Each should have a clear purpose and add value to both you and the candidate. 3. Set and Stick to Timelines From first CV received to offer, aim to complete the process within 3 weeks. Communicate this upfront and hold everyone accountable internally. 4. Improve Communication Keep candidates in the loop, even if there is a delay. Provide feedback after every stage—even brief, constructive feedback is appreciated and enhances your reputation. 5. Invest in Interview Training Ensure your hiring managers know how to run an effective interview. Poor interviewing is a top reason candidates turn down offers—especially in finance, where credibility matters. 6. Use Tech for Efficiency, Not Avoidance Applicant tracking systems and scheduling tools are helpful—but don’t hide behind them. Candidates value personal engagement and responsiveness. Bonus: What Exceptional Hiring Looks Like We recently worked with a finance leader hiring a Financial Controller for a high-growth SaaS business. The role was defined in detail before the search began. Interview stages were clear and spaced over 10 days. Feedback was given within 24 hours after each stage. An offer was made—and accepted—within 3 weeks. The result? A high-calibre candidate turned down another opportunity to join them, citing “the professionalism and pace of the process” as the key reason. That is what great hiring looks like. Final Thought You cannot control the market—but you can control your process. In a competitive finance talent landscape, businesses that move faster, communicate better, and respect candidates’ time are the ones winning the best people. The cost of a bad process is high. But the return on getting it right? Transformational. If you are serious about hiring top finance talent—start by fixing your process.