The Rise of Portfolio Finance Talent

The Rise of Portfolio Finance Talent

posted 07 Jul 25

Henderson Scott Editorial Team

As traditional career models evolve, an increasing number of senior finance professionals are intentionally crafting portfolio careers, combining part-time roles, consulting gigs, and advisory work. Operating on their own terms, they’re building diverse income streams and a richer work experience.  

In this article we explain how this trend is reshaping the hiring landscape and offering fresh opportunities for clients who know how to tap in. 

What’s fuelling this shift? 

  • Flexibility & control: Portfolio professionals choose when, where, and how they work, often aligning roles around family, other passions, or simply autonomy. 

  • Income diversification: No need to rely on one payslip. Multiple income sources give resilience and reduce perceived career risk. 

  • Demand for expertise: Clients increasingly need niche, senior-level finance specialists (fractional CFOs, FP&A leaders, strategic controllers) on a project or part-time basis, bypassing the cost of full-time hires.
     

Portfolio careers by the numbers 

  • A recent survey of portfolio professionals found that 69% are already working in portfolio roles, with another 31% planning to move into those models soon. 

  • The share of LinkedIn UK profiles mentioning “fractional” executive roles (e.g., fractional CFO, CMO) soared from 2,000 in 2022 to 110,000 by 2024, highlighting rapid growth in senior portfolio roles.
     

What this means for clients 

  • Access elite talent, without full-time risk 
    Fractional CFOs or FP&A consultants with PE, tech, or restructuring experience can deliver strategic value precisely when needed. 

  • Plug critical skill gaps 
    Use specialists to enhance financial control, introduce scenario planning, or lead tech-driven finance change, without waiting weeks or months for permanent hires. 

  • Inject fresh insight 
    Portfolio professionals bring best practices from multiple industries, ideal for firms aiming to innovate or upscale. 

  • Cost predictability 
    Fixed-term or part-time engagements can deliver senior-level expertise more economically than full-time hires with all the employment overheads.
     

How to win with portfolio talent

Opportunity

Action

Frame the ask

Be explicit: "We need a CFO 2 days/week" or "FP&A leader for 6-month project".

Offer autonomy 

Portfolio professionals value scope, respect and clarity.
Present work as ownership not just tasking 

Ensure integration 

Even part-timers need onboarding, access to teams, systems, and cultural buy-in. 

Balance continuity and flexibility 

Blend full-time anchors with fractional roles to build sustainable finance capability. 

 

Final thoughts 

Portfolio finance talent isn’t a stopgap, it’s a strategic asset. Clients willing to hire flexibly now gain: 

  • Access to rare, senior-level expertise 

  • Agility in response to changing business priorities 

  • Better cost management with on-demand staffing 

  • Exposure to diverse, market-tested financial practices 

The rise of portfolio careers gives emboldened professionals control of their career trajectory, and unlocks a vast, agile talent pool for forward-thinking organisations. 

Want to explore how portfolio talent could reshape your finance function? Our finance experts can talk through creative models, from fractional CFOs to interim FP&A leaders, and access a rich network of seasoned professionals ready to deliver impact. 

Want a full overview of what's happening in the legal hiring market just now? Access our full Mid-Year Market Update here.

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