Why I Started Boardroom Bench: Solving a Talent Gap Hiding in Plain Sight

Damian McCarthy
May 17
4 min read

Updated: Jun 1

After 35 years in professional services and consulting, I started to notice something: a deep pool of underutilised talent. Experienced finance executives—many in their 50s or beyond—weren’t retiring because they lacked ability or energy. They were retiring from bureaucracy, burnout, and often redundancy—realities of corporate and professional life.

These are highly skilled professionals who’ve led finance teams, navigated restructures, managed through crises, and delivered results under pressure. They still have plenty to give. But they don’t want full-time roles, endless meetings, or internal politics. What they do want is meaningful project work—an opportunity to contribute, earn well, and take time off between assignments. The value they offer is immense. The flexibility they want is simple.

The Demand: Financial Firepower Without Full-Time Overhead

Businesses—particularly startups, Small caps, fast-growth companies, and SMEs—urgently need quality financial advice, governance and strategic input. Many are managing capital raises, restructures, board reporting, investor relationships, or operational complexity. But they can’t always justify or afford a full-time CFO or senior finance team.

In more complex or distressed scenarios, financiers, equity funds, legal advisors, and restructuring firms also need senior finance talent—CROs, Interim CFOs, and Non-Executive Directors—to step into volatile environments. These professionals provide the credibility and experience needed to stabilise a situation, execute a turnaround, or represent stakeholder interests. The work is stressful, time-sensitive, and not for everyone—but absolutely critical.

What these clients need is independent, trusted professionals who can step in, take ownership, and deliver results—without the long-term commitment or internal conflict.

The Supply: Seasoned Professionals, Hiding in Plain Sight

At the same time, there’s a growing supply of experienced finance executives—often over 50—who still want and need to work, but on different terms. Some are retired from full-time roles, some have been recently retrenched, and many are looking to return to the workforce after a break. They aren’t seeking titles or politics—they want meaningful work, flexibility, and the ability to add value where it matters most.

Among them are former CFOs, restructuring professionals, and board level operators who have had highly successful careers. They've led complex transactions, restructures, and growth phases—and many have already made their money as top operators. Now, they're looking for work that keeps them intellectually stimulated and professionally connected, without the long-term commitments or internal politics of permanent roles.

For those who have been retrenched, interim and project-based work offers a valuable pivot: an opportunity to earn well, reduce redundancy risk, and work across a range of clients. For others in between roles, short-term assignments are a way to stay sharp and relevant while exploring permanent options. And for many—especially highly qualified female accountants—returning to work after stepping away to raise children can be incredibly challenging. Some choose to spend several years focusing on their family, only to find that rigid hiring processes don’t value the skills and judgement they still possess.

The accounting profession in Australia has seen a substantial increase in female participation: women now comprise over 50% of accountants in Australia, a significant rise from 22% in 1994 (Accounting Times).

However, many of these qualified professionals face challenges when returning to the workforce after career breaks:

- Approximately 30% of women returning to work believe they have lost skills, knowledge, and experience during their career absence, impacting their confidence and job prospects (content.yourcareer.gov.au).

- Flexibility is a key concern, with 79% of returners considering flexible work arrangements important (content.yourcareer.gov.au).

These statistics highlight the untapped potential of experienced professionals seeking flexible, project-based opportunities.

The Solution: Boardroom Bench

Boardroom Bench was created to solve this problem—to build a marketplace that connects these two groups. We match highly capable finance professionals with the businesses that need them most. Whether it’s a restructure, transaction, transformation, or simply a need for short-term financial leadership, we deliver the right talent—on demand.

For businesses, financiers and restructuring professionals it means access to elite financial capability at short-notice. For professionals, it’s a chance to do good work, earn well, and work flexibly on their terms.

Boardroom Bench is not like a recruitment firm. We don’t just make the match and walk away. Every assignment is hands-on—we stay close to the client and the professional to shape the brief, make sure things are moving, and help deliver real outcomes. We’re in it with you, start to finish.

Ready to Access or Offer On-Demand Financial Leadership?

For businesses, financiers and restructuring professionals: If you need experienced financial leadership—whether it’s an Interim CFO, CRO, project manager, or board-level advisor—we can help. Boardroom Bench provides flexible access to proven professionals who can step in quickly and deliver immediate impact. Whether you're managing a restructure, preparing for a transaction, or simply need trusted support during a critical phase, we’ll connect you with the right person—fast.

For senior finance professionals: If you’re ready to take on meaningful project work, interim roles, or fractional assignments—on your terms—Boardroom Bench offers a platform to do just that. Work with great clients. Solve real problems. Stay flexible and well-compensated without going back to the full-time grind.