We’re officially in the last week of July. How are those January assumptions holding up?
If you’re like most finance leaders we’ve been speaking with across Calgary this month, the answer probably falls somewhere between “mostly” and “not exactly.” And that’s perfectly okay—because mid-year was always meant to be a checkpoint, not a verdict.
The first half of 2026 has been anything but predictable. Between the Iran war pushing oil prices higher, ongoing trade uncertainty, and a provincial referendum campaign that’s keeping everyone on their toes, it’s been a year that demanded agility from day one. Now that we’re staring down the second half, the question every finance leader should be asking isn’t “How did we do?” It’s “Are we positioned for what comes next?”
Let’s Look at Where We Actually Stand
Here’s the headline: Alberta is doing remarkably well by any objective measure. ATB Financial’s latest quarterly outlook revised the province’s 2026 real GDP growth to 2.7%, nearly double the national forecast of just 1.3%. Calgary itself is projected to grow at 2.4% this year, outpacing every major Canadian city. Employment is forecast to grow 3.3%, with the unemployment rate expected to decline to an annual average of 6.6%.
Those are numbers that would make most provinces envious. But here’s the catch: Alberta added more than 200,000 new residents in 2024 alone, 100,000 of them in Calgary. As ATB’s Chief Economist Mark Parsons put it, “We’re in this really odd position where we’re leading the country in job growth, but we have recession-like levels of unemployment; it’s not because there’s mass layoffs; it’s just because we can’t keep pace”.
That tension, strong economic momentum paired with a labour market that can’t quite keep up, is exactly what finance teams need to be navigating right now.
The Demand for Finance Talent Isn’t Slowing Down
If there’s one thing that’s crystal clear heading into the second half, it’s that competition for finance talent in Calgary isn’t letting up. According to Robert Half’s latest Demand for Skilled Talent Report, 58% of Canadian finance hiring managers plan to increase permanent headcount in the second half of 2026. Another 47% are planning to increase contract or temporary hiring.
But here’s where it gets tricky: 53 per cent say hiring skilled talent is more difficult today compared to one year ago. Skills shortages are leading to project delays for 59% of finance teams, and 52% of report projects have actually been cancelled.
We’re seeing this play out in our own conversations across Calgary. Employers are competing for the same small pool of experienced CPAs, and the ones who wait too long to make decisions are finding themselves back at square one. The demand isn’t going anywhere, but the candidates are getting scooped up fast.
What’s Driving the Shift in Expectations?
It’s not just about filling seats anymore. The expectations around what finance professionals should bring to the table have evolved significantly. According to Robert Half’s research, the top skills in demand now include business process improvement, data and business analytics, and audit and financial controls. That’s a far cry from the traditional “debits and credits” skill set.
And it’s not just technical skills. 60% of finance leaders say adaptability and continuous learning is the top soft skill to complement AI, followed by critical thinking and problem-solving at 54%. The message is clear: finance teams need people who can think, adapt, and grow, not just process transactions.
That shift has real implications for how organizations structure their finance functions. Are you investing in upskilling your existing team? Are you looking for candidates who bring both technical accounting expertise and commercial insight? Are you offering the kind of career progression that keeps your best people engaged?
Why Mid-Year Is the Perfect Time to Reassess
There’s something about the end of July that makes it an ideal moment for reflection. The tax season rush is behind us. The budgets that felt so urgent back in January have had time to prove themselves or reveal their flaws. And there’s still enough runway left in the year to make meaningful adjustments.
So here’s what we’d suggest: take a hard look at your finance team’s capacity, capability, and composition.
Are you operating with the right headcount to handle the second half? Are your people equipped with the skills they need to support digital transformation, data analytics, and strategic decision-making? Are you offering the flexibility and career development that today’s top candidates expect?
Because here’s the thing—the employers who answer those questions thoughtfully right now are the ones who will be in the strongest position heading into 2027. The ones who don’t will find themselves scrambling.
Your Second-Half Playbook
If you’re ready to take action, start with these three steps.
First, revisit your hiring plans. If you’ve been sitting on approval for a new finance role, now is the time to move. The best candidates aren’t staying on the market for long, and waiting until Q4 means competing with everyone else who suddenly realized they’re understaffed.
Second, think about the skills you actually need. Are you hiring for the role as it exists today or as it will need to exist in 12 months? With AI and automation reshaping the finance function, the smartest employers are hiring for adaptability and potential, not just technical checkboxes.
Third, don’t underestimate the power of culture. We’re seeing candidates turn down higher-paying roles for organizations that offer better flexibility, clearer career paths, and stronger leadership. If you want to win in this market, you need to offer more than just a competitive salary.
The second half of 2026 is already here. The question isn’t whether things will change they always do. The question is whether your finance team is ready to lead through that change.
At BullsEye Recruitment, we’re seeing this shift play out in real time across Calgary’s accounting and finance market. Whether you’re looking to strengthen your finance function for the months ahead, or you’re a CPA-designated professional exploring your next opportunity, we’d welcome the conversation.
#BullsEyeRecruitment #bullseyerecruitment #bullseye #YYCFinance #CalgaryCPAs #CPAAlberta #FinanceLeadership #TalentStrategy #AccountingCareers #CalgaryBusiness #FinanceHiring #MidYearReview #AlbertaEconomy #FinanceTeam #CalgaryEconomy