The role of the financial controller was once untouchable.
This was the position that ensured the books were accurate and the company was compliant. But as the digital transformation trend took off, so did an embrace of FP&A, or financial planning and analysis. At businesses suddenly rich with financial data, the lines between controllership and FP&A started to blur. As a result, top finance talent became unsure whether to pursue a role in one or the other.
The emphasis on tech and data in the post-pandemic era has only increased the need for FP&A talent. At the same time, experienced controllers are leaving the market, widening the talent gap. Finance leadership workforce trends reveal a market short on talent with expertise in compliance and auditing, and fierce competition for the most tech-savvy Gen Z workers.
We’re in an era of financial transformation. If you have the workforce to make it happen. Here’s a look at where these talent gaps will hit the hardest in 2026, and what you can do about it.
Mapping the 2026 Talent Gap Landscape
The finance talent market, like many others this decade, has been reshaped by the rapid emergence of AI and cloud platforms. If you’ve wondered, “How did finance automation impact the talent market?” you only have to look at the shifting demographics. In 2020, the percentage of Gen Z in the workforce was in the single digits; by 2030, it will be around 30%.
While this is good news for companies that need Gen Z’s tech skills, it’s also exacerbating longstanding controllership talent gaps. As more Baby Boomers retire, so do talented controllers, leaving no immediate replacements.
But that’s not to say there are no FP&A hiring challenges, either. Despite the tech-leaning nature of this role, many in Gen Z lack the experience to keep up with regulatory change like a seasoned controller.
Controllership: Where Talent Scarcity Will Bite
In the past, the future of controllership was never in question because the role was a clear path to the C-suite. But with the pool of talent capable of managing complex compliance matters shrinking, scarcity is about to bite specific industries particularly hard.
Highly regulated verticals such as healthcare, manufacturing, and banking are expected to face the steepest competition for controller talent in 2026. At the same time, one of the standard talent pipelines for new controllers is slowing down.
The finance sector as a whole is facing acute certified public accountant shortages. Trends show a drop in university grads pursuing CPA careers, thanks to high barriers to entry and the pull toward more lucrative tech-influenced roles. A talent market with fewer CPAs will ultimately yield fewer new candidates for controllerships.
FP&A: Navigating the Future of Financial Planning & Analysis Talent
With the shrinking controller market, FP&A talent who are analysts at heart must now act as data storytellers to bridge the gap between raw numbers and executive strategy. This has exacerbated the demand for hybrid candidates with deep financial acumen and tech proficiency.
To help neutralize the shortage, many companies are upskilling for technology in finance teams of all types. As more accountants and analysts learn advanced BI tools, SQL, and predictive modeling, more will naturally find their way into FP&A.
Without a proactive approach to upskilling and automation, businesses risk their forecasting capabilities and missing critical market signals at a time when this agility is more important than ever.
Comparative Impacts: Talent Risks and Business Consequences
To navigate these risks successfully, businesses can’t just train existing staff and hope for the best. They have to evaluate the risks unique to their operations and develop customized upskilling plans.
For example, if the shortage in controllership talent means slowing down the monthly close, that’s one thing. A more serious deficiency would be if it increases the probability of material errors and compliance failures.
On the FP&A side, the inability to staff forecasting roles could lead to ineffective capital allocation decisions, as organizations rely on outdated or static data rather than predictive analytics. To truly address talent gaps, each company must treat upskilling as a succession-planning finance initiative, filling the gaps they actually have.
Strategic Workforce Planning: Solutions for Finance Leadership
All of these talent gap trends will have immediate impacts on 2026 strategic workforce planning in finance. Company leaders will have to stop hunting for “unicorns” who possess both controllership and FP&A skills and start building them through internal development.
Businesses will also have to diversify their talent pipelines. Traditional university recruiting is no longer enough. Instead, companies must deploy interim staffing and fractional expertise to bridge immediate gaps and cultivate long-term potential.
Retention strategies must also evolve. To attract and keep the emerging Gen Z workforce, companies must emphasize clear career progression. They also have to embrace flexible work models to retain their talent in this fiercely competitive market.
Building Resilient Finance Teams for 2026 and Beyond
The best way to handle the emerging talent gaps in controllership and FP&A is with expert help. MRINetwork has years of experience navigating trends in technology, hiring, and shifting talent pipelines.
We can help you adjust your strategies as necessary to identify, attract, and retain the specialized talent your business needs. To learn more, contact an MRINetwork office near you today.
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