The scarity of finance professionals in the Netherlands has become one of the biggest challenges facing organisations that rely on financial expertise. Vacancies remain unfilled for longer, competition for talent is intensifying, and specialist knowledge is becoming increasingly difficult to come by. Particularly in a market where financial processes are becoming more complex, a lack of capacity has direct consequences for the continuity and growth of organisations.

This blog post explains the underlying causes, which roles are hardest hit, and what the consequences are when vacancies remain unfilled for a long time.

Structural shortage of finance professionals in the Netherlands

The shortage of finance professionals in the Netherlands is not a temporary dip, but a structural problem that has been building up for years. An ageing workforce means that experienced controllers, financial analysts and accountants are leaving the labour market, whilst the influx of new professionals is lagging behind.

The shortage of finance professionals in the Netherlands is further exacerbated by competition from the fintech sector and increasing regulatory pressure. Companies are increasingly seeking specialists with expertise in compliance, ESG reporting and digital financial systems. This is making the talent pool smaller, not larger.

Why is financial talent leaving the labour market faster than it is entering it?

In the coming years, large numbers of senior finance professionals will be leaving the labour market, whilst the influx of young specialists is structurally lagging behind. This means that the shortage of finance professionals in the Netherlands is not a temporary phenomenon, but a permanent narrowing of the available supply.

The cause lies in the sector’s demographic structure. A large proportion of experienced finance professionals belong to the baby boomer generation and are reaching retirement age. Their knowledge, built up over decades, will disappear with them. New entrants do not compensate for this, certainly not at the level of in-depth professional expertise.

Fintech is drawing financial talent away from banks and insurers

Banks, insurers and pension funds are increasingly losing financial talent not to other organisations in the sector, but to fintech companies. These firms offer something that a higher salary cannot compensate for: autonomy, shorter decision-making processes and a working culture that aligns with how modern professionals want to work. For a controller or financial analyst, the move to a fintech company is not a step down, but a conscious choice for greater freedom.

This makes the shortage of finance professionals in the Netherlands more structural than many organisations realise. Traditional employers are competing not only on terms of employment, but on their appeal as a workplace. This is a fundamentally different issue, and one where a higher gross salary is rarely the deciding factor. 

People talking in the office about the scarcity of finance professionals.

Which finance roles are the most difficult to fill?

Finance professionals who are proficient in both figures and technology are by far the hardest to find. Think of data finance specialists, interim controllers, risk managers and compliance officers who, in addition to their specialist knowledge, also have an understanding of automation, data analysis and compliance systems. Demand for this hybrid profile is rising due to digitalisation and increasing regulatory pressure, whilst supply is lagging behind.

For this segment, the shortage is structurally greater than for generic finance roles. A business controller or financial controller with a strong affinity for data cannot be found in a matter of weeks. It is precisely this combination of financial insight and technological understanding that organisations now need, but which is rarely available at short notice.

DORA and regulatory pressure are driving up demand for compliance specialists

New European regulations such as DORA are driving a structural increase in demand for compliance specialists in the financial sector. DORA, the Digital Operational Resilience Act, will require financial institutions to demonstrate digital resilience from 2025 onwards. This calls for specialists who understand both financial processes and IT risk management – a combination that is in short supply.

The pressure is also mounting due to broader regulatory trends: stricter reporting requirements, ESG reporting and the implementation of Basel IV all call for specific expertise. Organisations that do not have this expertise in-house are looking to external providers, either on a temporary or permanent basis. As a result, the shortage of finance professionals in the Netherlands is intensifying from two directions: the supply is not keeping pace, whilst demand continues to rise due to regulatory pressure.

How does the Wtta reduce the available pool of self-employed finance professionals?

The Act on the Authorisation of the Provision of Labour (Wtta) will, from 1 January 2027, make it structurally more difficult to hire self-employed finance professionals. Recruitment agencies and platforms will then have to meet stricter authorisation requirements, which will immediately reduce the available pool of self-employed professionals.

For clients who currently rely heavily on flexible self-employed hiring, this presents a strategic problem. The shortage of finance professionals in the Netherlands is thus fuelled not only by demographic decline, but also by regulations that actively restrict access to the flexible labour market. Those who do not yet have an alternative strategy in place will soon see the impact on their staffing levels. 

Shortage of finance professionals in the Netherlands.

What are the costs of a long-term unfilled finance vacancy?

An unfilled finance vacancy can easily cost you more than you think. Loss of productivity, overburdening of colleagues and delayed reports quickly add up, whilst the vacancy remains unfilled month after month.

If you make a bad hire, you’ll also have to factor in induction costs, severance pay and a new recruitment drive. This makes a poor match in finance more expensive than in many other disciplines, particularly for roles with direct responsibility for compliance or financial management.

The structural shortage of finance professionals in the Netherlands exacerbates this risk. Those who wait too long or cast their net too wide not only lose time, but also lose control over processes that require continuity. 

Frequently asked questions about the shortage of finance professionals

How is the war on talent affecting finance and business operations?

The war on talent is hitting finance harder than many other disciplines, as the combination of specialist knowledge and limited availability leaves little scope for replacement. Vacancies remain unfilled for longer, causing reports to be delayed, audits to run over schedule and strategic decisions to be put on hold whilst waiting for people who simply aren’t there. The shortage of finance professionals in the Netherlands means this is not a temporary capacity issue, but a structural risk to business operations.

How does the new legislation affect the availability of self-employed professionals?

The enforcement of the DBA Act is noticeably reducing the available pool of self-employed finance professionals. Clients who previously hired flexibly are now more often opting for permanent contracts for fear of back taxes. This is pushing some self-employed finance professionals towards salaried employment, thereby further increasing the shortage of finance professionals in the Netherlands within the flexible labour market.

What solutions are there to the shortage of finance professionals?

Organisations struggling to find finance professionals can increase their chances of success by pooling their recruitment efforts through multiple specialist suppliers rather than a single agency. This is certainly true for candidates who combine finance with an affinity for data and technology, as it is precisely this combination that is hardest to find given the shortage of finance professionals in the Netherlands. HeadFirst employs precisely this MSP approach.

What are the financial risks of a shortage of finance professionals?

A persistent shortage of finance professionals increases the likelihood of errors in reporting, missed compliance deadlines and unmanaged financial risks. It is precisely in specialist areas such as risk, compliance and financial control that the consequences of a vacancy are keenly felt: audits are delayed and regulators will not wait. The shortage of finance professionals in the Netherlands therefore makes this not only a staffing issue, but also a business risk. 

The scarcity of finance talent calls for a different approach to recruitment

The tightness of the finance labour market is not a temporary blip. An ageing workforce, the appeal of fintech, increasing compliance requirements and a shrinking pool of self-employed professionals are making it structurally more difficult to fill finance vacancies quickly and effectively. Those who recognise this seek access through multiple specialist providers rather than a single channel – precisely the approach that increases the chances of success when recruiting for hard-to-find roles. Are you looking for a hard-to-find finance professional? HeadFirst offers access to the largest network of financial interim professionals and freelancers in the Benelux.