Hiring in finance is often treated as a binary decision. Either someone is on the payroll or the team struggles without support. In reality, growing businesses face situations where permanent hiring is not the smartest or fastest answer.
This is where finance secondment becomes relevant.
Secondment is not a compromise. It is a strategic choice when timing, flexibility, and experience matter more than long-term headcount.
Growth rarely follows a straight line
Most businesses do not grow in a smooth, predictable way. There are spikes in workload during audits, fundraises, system implementations, regulatory changes, or sudden growth phases. There are also quieter periods where the same level of staffing may not be fully utilised.
Permanent hiring works well when the role is clearly defined and workload is stable. It becomes inefficient when requirements are temporary, uncertain, or highly specialised.
Secondment allows businesses to respond to real needs instead of guessing future ones.
When the need is immediate but temporary
One of the clearest use cases for secondment is urgency.
Month-end delays. Audit pressure. Sudden resignations. ERP go-lives. Backlogs that cannot wait for a three-month hiring cycle.
In these situations, waiting to hire permanently increases risk. The business needs capability now, not after interviews, notice periods, and onboarding.
Seconded finance professionals step in quickly, stabilise operations, and give the business breathing space to make longer-term decisions calmly.
When specialised skills are required for a short period
Not every finance requirement justifies a full-time role.
Ind AS transition support. Complex reconciliations. Consolidation work. Investor reporting clean-up. Process documentation. System migrations.
These tasks need experience, but only for a defined duration. Hiring permanently for such roles often leads to underutilisation later or role dilution.
Secondment gives access to the right skill at the right time, without forcing the business to reshape roles artificially.
When hiring permanently feels risky
Many founders hesitate to hire senior finance roles early. The cost feels high. The role is not fully clear. The fear of making a wrong hire is real.
Secondment reduces this risk.
It allows the business to test capability, understand what level of experience is actually required, and build confidence before committing to permanent headcount. In some cases, businesses later convert seconded roles into permanent ones. In others, they realise flexibility works better.
Either way, decisions are made with clarity instead of pressure.
When the finance team needs support, not replacement
Secondment is often misunderstood as replacement. In practice, it works best as support.
Existing teams may be capable but stretched. They may need guidance, structure, or extra hands during peak periods. Adding permanent headcount for temporary pressure creates long-term inefficiency.
Seconded professionals absorb pressure, mentor internal teams, and help stabilise processes. Once the peak passes, the team continues stronger without carrying excess cost.
When flexibility matters more than hierarchy
Permanent hires come with fixed roles, expectations, and long-term structures. That is not always what a growing business needs.
Secondment offers flexibility. Scope can change. Intensity can increase or reduce. Focus areas can evolve.
This is particularly valuable in environments where priorities shift quickly and rigid role definitions slow progress.
Cost control without capability compromise
Cost is not just about salary. It includes hiring time, onboarding, learning curve, and exit cost if things do not work out.
Secondment provides cost control without lowering capability. Businesses pay for impact, not idle time. This aligns well with growth-stage financial discipline.
Secondment works best when clarity exists
Secondment is most effective when expectations are clear.
Clear scope. Clear timelines. Clear ownership. Clear outcomes.
When done right, it feels less like external support and more like an extension of the internal team.
Final thought
Permanent hiring is not always the answer. Neither is secondment.
The right choice depends on timing, clarity, and business maturity.
Finance secondment works best when businesses need speed, flexibility, and experience without long-term commitment. It allows teams to stay focused on growth while ensuring financial work does not become a bottleneck.
In growing businesses, agility often creates more value than headcount.
