Delivering an Executive Search to Strengthen Financial Leadership for a Large, Highly Regulated Aged Care Organisation
The Brief
Future Leadership™ was engaged by a large, faith‑based aged care organisation operating across Victoria and Tasmania to appoint a Chief Financial Officer following the retirement of a long‑standing incumbent.
The organisation provides residential and community‑based services for older Australians and operates within a highly regulated environment. The appointment was critical to ensuring continuity of financial leadership, strengthening governance, and supporting the organisation through ongoing sector reform and operational complexity.
The ideal candidate was required to bring extensive experience in a Chief Financial Officer role, with a strong preference for backgrounds in aged care, health care, or not‑for‑profit environments. Deep expertise in managing complex financial operations, leading specialist teams, and working effectively with diverse internal and external stakeholders was essential.
Candidate Net Promoter Score
Future Leadership combines truly personalised relationships with innovative technology solutions to ensure an approachable and efficient process for all our Net Promoter Score across clients, successful candidates and unsuccessful candidates is well above industry standard.
Candidates supported every year
We maintain genuine relationships with past candidates and continue to support them with leadership solutions long term, after they land their role.
Senior Women Appointed since 2002
Over half of the executive search assignments undertaken by our team have resulted in the appointment of outstanding female or LGBTQI+ leaders to high profile roles.
Candidate Retention Rate for 12 months since 2002
Our thorough briefing process and ability to engage passive candidates mean that we go to great lengths to find the right person for the role – long term!
The Process
Future Leadership™ undertook a comprehensive executive search process tailored to the organisation’s regulatory context, scale, and strategic priorities.
Key steps included:
- Briefing and Strategy Development
Engaged closely with the Selection Committee to develop a detailed brief, including the identification of priority capabilities drawn from the Future Leadership Capability Framework.
- Targeted Candidate Search
Conducted a robust market search to identify senior financial leaders with experience in large, complex and highly regulated environments, particularly within health, aged care and not‑for‑profit sectors.
- Candidate Assessment
Shortlisted six candidates for formal assessment. Each candidate completed behavioural‑based interviews and underwent assessment conducted by an organisational psychologist. Psychologist reports were provided to supplement consultant insights.
- Panel Interviews and Shortlisting
Five candidates progressed to first‑round panel interviews held at the Future Leadership offices. Three candidates were then invited to second‑round interviews with the organisation.
- Final Evaluation and Appointment
Both the lead consultant and the psychologist attended the shortlist meeting to provide insights into leadership style, capability alignment and cultural fit. Comprehensive reference checks were completed prior to confirmation of the appointment
Strategy and Purpose
Leads transformational processes, motivates teams, and influences commitment to a shared purpose that individuals and the workforce will require to enable sustained organisational success. Builds and promotes a culture underpinning the vision, purpose and values the organisation aspires to achieve.
Stakeholder Relations
Works strategically and systemically to encourage diverse thinking with all types of people. Actively contributes to teamwork, and deliberately builds relationships and networks across a range of people and communities.
Governance and Compliance
Establishing, championing and measuring the effectiveness of an organisation’s regulatory and reporting systems.. Delivering value for diverse stakeholders through governance, strategy, risk management and appropriate targets and metrics.
Organisational Capability
Anticipates future workplace skills and requirements and builds capability across the organisation. Pro-actively seeks opportunities to develop other people’s talent and career pathways and takes appropriate action to address skill gaps in others.
Communication and Influence
Communicates with clarity and impact to facilitate individual and collective understanding, inspire action and enable information exchange. Leverages human-centric communication and storytelling to effectively influence stakeholders across the physical and virtual realms.
The Outcome
The search resulted in the appointment of a highly experienced Chief Financial Officer with more than 30 years’ experience working in large and complex organisations.