"Why Are You Leaving?" How Finance Professionals Should Answer
“Why are you leaving your current role?”
It is one of the most predictable interview questions, and one of the easiest to get wrong. Finance professionals often answer too honestly, too vaguely or too negatively. They talk about a difficult manager, long hours, being overlooked or a restructure that went badly. The panel hears risk.
A good answer is honest, positive and short. It explains why you want to move towards something, not just away from something. This article explains how Finance Managers and Financial Controllers should answer the question, with examples for common situations.
What the panel is really asking
When a panel asks why you are leaving, they are checking a few things.
Is there a problem with you, such as performance or conflict?
Will the same issue happen here?
Are you moving towards this role for good reasons?
Will you stay?
Can you speak professionally about a former employer?
Your answer needs to reassure them on all five.
The basic structure
A strong answer usually has three parts.
A brief, honest reason for leaving
What you have achieved or learned in your current role
Why this role is the right next step
Keep it under a minute. The longer you talk about why you are leaving, the more the panel wonders what went wrong.
If you want a bigger role
“I have been Finance Manager for five years and I am proud of what the team has achieved, including halving the month end close and two clean audits. The business is not large enough to need a Financial Controller, so I am looking for a role with broader scope, and this role offers exactly that.”
If there is no path to promotion
“My manager has been in the Financial Controller role for many years and plans to stay, which is great for the business. I have learned a lot from her, but I am ready to step up, and there is no realistic opportunity to do that internally.”
If you were made redundant
“My role was one of several removed when the finance function was restructured after an acquisition. I stayed through the transition and handed over before leaving. I am now looking for a role where I can build something longer term.”
For more, see explaining a redundancy.
If you have a difficult manager
Do not criticise the manager. Focus on what you want. “I am looking for a role where I can work closely with a CFO who wants a Financial Controller to take real ownership. That is the kind of working relationship I do my best work in.”
If the hours are unsustainable
Avoid saying “the hours are terrible”. Focus on how you like to work. “I am looking for a finance function with good systems and realistic resourcing, so I can focus on improving the business rather than just keeping up.”
If the business is struggling
“The business has been through a difficult period and I have helped it through the worst, including a refinance and a cost program. With the future uncertain, I am looking for a more stable environment where I can build for the long term.”
If you want a change of industry or direction
“I have enjoyed manufacturing, but I have always been interested in healthcare, and I want to use my labour cost and multi-site experience in a sector I care about.”
If you have already left
If you left without another role, explain briefly and honestly. “I left to take some time to care for a family member. That is now resolved and I am ready to return full time.” Or “I left after the business was sold and my role changed significantly. I took a short break before looking for the right next role.”
What to avoid
Criticising your manager, colleagues or employer
Talking mainly about money
Long explanations
Answers that suggest you are running away from problems
Answers that do not match what your referees will say
Be consistent
Your answer should match what you tell recruiters, what your resume suggests and what your referees will say. Inconsistency raises doubts.
Practise it
This question is almost certain to come up. Write your answer, practise it aloud and refine it until it sounds natural and confident. A calm, well-prepared answer sets a positive tone for the rest of the interview.
Recruiters will ask too
Recruiters usually ask why you are leaving in the first phone call. Your answer helps them decide whether to put you forward and how to present you to clients. Give them the same clear, positive answer you would give a panel.
If there is something sensitive, such as a difficult manager or a performance issue, you can be a little more open with a trusted recruiter, but keep it professional. They need to know enough to present you well and avoid surprises.
When you have had several short roles
If you have moved roles several times in a short period, panels may ask about each one. Prepare a short, factual reason for each move and a clear message about why you want stability now. For more, see short tenures on a resume.
When you were let go
If you were dismissed or left under difficult circumstances, be honest but brief. Take responsibility where appropriate and focus on what you learned. “The role was not the right fit, and we agreed to part ways. I learned a lot about the kind of environment I work best in, which is why this role appeals to me.” Do not lie. References and backchannel checks often reveal the truth.
The follow-up question
Panels often follow up with “what would make you stay here?” or “what would make you leave this role?” Prepare for these. Your answers should connect to what the role offers and show that you have thought about long-term fit.
Why this question matters so much
How you answer this question tells the panel about your judgement, maturity and professionalism. A calm, positive, forward-looking answer builds trust quickly. A negative or rambling one can undo an otherwise strong interview. It is worth getting right.
Weak answers and stronger versions
Here are three common answers and how to fix them.
Weak: “Honestly, my manager micromanages everything and I cannot get anything done.”
Stronger: “I have built the reporting and controls in my current role, and I am now looking for a role where the Financial Controller owns more of the decisions. This role offers that.”
Weak: “I want more money.”
Stronger: “I am ready for a role with a larger scope, such as a bigger team and more business partnering. I would expect the pay to reflect that, but the scope is what matters most to me.”
Weak: “It is a long story, but after the new CEO came in, things changed and there was a lot of politics and then…”
Stronger: “A new CEO has changed the direction of the business, and finance is moving to a shared service model. It is a sensible decision for them, but it means less of the business partnering work I enjoy.”
Notice what the stronger versions do. They are short. They name a fact, not a feeling. And they point towards the new role.
A worked example
Daniel is a Finance Manager at a $30 million engineering services firm in Perth. He has been there six years. His CFO is excellent, but she is not going anywhere. Daniel also finds the travel to regional sites draining.
His first draft answer was 200 words and spent most of its time on the travel. His final answer was this:
“I have been Finance Manager for six years. In that time I rebuilt the job costing model and lifted project margin reporting from quarterly to monthly. I have learned a lot from our CFO, but the next step up is not available internally. This Financial Controller role gives me the broader scope I am ready for.”
It is 60 words. It is true. And it leaves the panel wanting to ask about the job costing model, not the travel.
What recruiters listen for
Recruiters hear this answer many times a week. They are listening for a few things.
Pull or push. Are you being drawn to something, or pushed out by something?
Tone. Is there bitterness in your voice, even if the words are polite?
Timing. Are you ready to move now, or just testing the market?
Risk. Is there anything their client might hear from a reference that you have not mentioned?
If a recruiter senses risk they cannot explain, they may not put you forward. A clear, calm answer removes that doubt.
A quick checklist
Is my answer under 60 words?
Does it include one achievement from my current role?
Does it end with why this role fits?
Would my current manager agree it is fair?
Have I said it aloud at least five times?
If you can tick all five, you are ready.
Common mistakes
Being negative about a former employer
Over-explaining
Focusing on what you are escaping rather than what you want
Giving different reasons to different people
Making salary the main reason
Your next step
Write your answer using the three-part structure. Keep it under 60 words. Practise it until it feels natural.
If you want your resume and LinkedIn ready for your next move, my Gold package covers your resume, cover letter, LinkedIn and positioning strategy.
If you want help preparing for interviews, book a complimentary Clarity Session.
