We ran a quick poll to find out what really keeps finance leaders up at night. And while we half-expected “compliance” or “hiring speeds” to top the list, 54% of you said finding good talent. Another 46% said retention. Zero votes for compliance. None for hiring speed.

So yes, it’s another “talent shortage” headline. But before you scroll past, let’s talk about what’s really going on in the Benelux.

The Not-So-New Talent Dilemma

Saying there’s a finance talent shortage in the Netherlands is like saying Dutch weather is unpredictable – it’s been true for years.

Nearly 60% of Dutch accounting firms admit they’re struggling to fill roles (Holland Times, 2025), while a study by Bain & AmCham Netherlands found two-thirds of key business roles are already in short supply (Consultancy.eu).

Meanwhile, finance roles are evolving faster than ever: automation, BI tools, multi-entity reporting, compliance automation. But the hiring pipelines haven’t really changed. The Institute of Management Accountants (Europe) found that three out of four finance leaders say their teams lack critical data analytics and tech skills (IMA Europe Report).

This isn’t a numbers problem; it’s a fit problem.

Retention: The Plot Twist

Even when companies find the right people, keeping them is another challenge. The same IMA study revealed that one in four accounting and finance professionals in Europe plan to leave their current employer within the next 12 months (IMA Europe Report).

Why? Because younger finance talent (especially Gen Z and millennials) want more than paychecks. Millennial and Gen-Z finance professionals, who now make up most of the workforce, want flexibility, growth, and purpose. According to PwC’s Global Workforce Hopes and Fears Survey, 71% of GenZ and 66% of millennials say they’d switch jobs for better career progression (PwC Survey).

What’s Really Going On

Here’s the real tension we’re seeing:

• Fintechs are stealing attention (and talent) from traditional finance.
• Automation is rewriting expectations, pushing professionals to think strategically, not just technically.
• Hybrid work keeps teams flexible but can erode connection and mentorship.
  
  

It’s not just about numbers anymore. It’s about capability, culture, and connection.

Are You Actually Innovating Your Way Out of This?

At Gapstars Finance, we’re seeing a quiet revolution. Instead of battling the same hiring cycle, forward-thinking companies are expanding their talent map, building embedded global finance teams that work as extensions of their core business. This is the new normal.

European firms are already leveraging Sri Lanka’s IFRS-trained, BI-skilled finance professionals to bridge skill gaps while maintaining quality, control, and cultural fit. When people feel part of something bigger – a connected, global team with growth built in – retention stops being a risk and becomes a natural outcome.

The Real Lesson Here

You can’t hire your way out of a talent shortage by trying harder. You do it by thinking differently.

The market may be tight, but your reach doesn’t have to be. By reimagining what “in-house” means and tapping into distributed global teams, finance leaders can scale smarter — not harder.

Because in the end, the real strategy isn’t about finding talent. It’s about building smarter systems that attract and keep it.

Want your own embedded remote finance team?

You could keep hiring the hard way… or just DM Oscar Avelli.