Financial Headhunters
About Financial Headhunters
Financial Headhunters: We start with the work you need done, not a title on a resume.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
- Controller
- CFO
- VP Finance
- FP&A Director
- Accounting Manager
- Director of Accounting
- Assistant Controller
- Tax Director
- Treasury Manager
- Internal Audit Director
- Senior Accountant
- Financial Analyst
- Head of Financial Reporting
- Commercial Lender
- Chief Credit Officer
- Business Systems Finance Lead
01
Who we are
Financial Headhunters is a specialist recruiting firm for accounting, finance, banking, mortgage, insurance and wealth. We are based in Miami and recruit nationwide, in all 50 states, for local, relocation and remote roles. Our main model is permanent placement on contingency. No upfront fee. You pay only if you hire.
A job title is a starting point, not a search brief. A controller at a contractor may need to explain a WIP schedule to a surety. A controller at a subscription business may spend more time on revenue recognition and deferred revenue. Before we approach anyone, we ask what the person will own, who will review their work and where your current team needs help.
We recruit for the job you actually have. That includes the work location and reporting line, as well as the systems and decisions the person will handle. If the role requires someone in the office, we say so. If relocation or remote work is possible, we discuss the practical boundaries before presenting it to a candidate.
02
Part of a family of specialist firms
We belong to a group of recruiting brands run from Miami. Each is built around one industry so the recruiter working your search already knows the jobs, the titles, the licenses and where the good people work. That focus gives the first conversation a useful starting point. You should be explaining your business, not teaching a recruiter what the role means.
Specialization also means knowing when the same title describes different work. A commercial lender's relationships, a mortgage underwriter's authority and a fund accountant's reporting responsibilities need different questions. We ask about the work behind the resume, then explain the parts that match your seat and the parts that need another conversation.
That does not mean every candidate in a field fits every company. Your approval process may be different. Your team may divide responsibilities differently. We want those differences on the table before an interview, not after an offer. Our How We Work pages explain our engagement options. How We Compare explains where specialist contingency search fits alongside other recruiting models.
03
How we work
Search Calibration defines the seat with you, and Market Mapping identifies the kinds of businesses and teams where people doing that work are employed. Professional Contact Intelligence finds ways to reach them, while Persistent Personalized Outreach gives them a reason to consider your opportunity rather than another generic job message. Live Candidate Qualification checks their work and reasons for moving; Candidate Intelligence and Process Support gives you the relevant context and helps keep interviews, open questions and offer discussions moving.
04
What we recruit
Every level, from staff accountant and teller to CFO. We recruit the people who process the transactions, the people who review them and the people who make decisions from the numbers. The positions index shows the range without treating a staff hire as a smaller version of an executive search. An accounting clerk and an accounting manager need different questions. So do a branch teller and a lending leader. For each seat, we look at the actual handoffs: who prepares the work, who checks it, who can approve an exception and who speaks to the customer, auditor or regulator. We also ask what would make someone doing comparable work consider leaving. A different title alone may not be enough. If you do not see your exact wording in the index, tell us what the person will do rather than try to force the role into the nearest label.
05
What we promise
We will be clear about the search we are taking on and the terms that apply. We will ask about the difficult parts of the seat, not leave them out of the conversation. If a candidate has not owned a responsibility that matters to you, we will make that gap visible rather than let a similar title stand in for the experience.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
A search also needs decisions from the hiring side. We ask who can approve the role, who will interview and what questions must be settled before an offer. If the brief changes, we discuss what that means for the people already in the process. There is no useful reason to keep approaching candidates for a job your team no longer intends to fill.
Ivan or a senior team member will reach out soon.
Call 305-306-4829. Our hours are Monday to Friday, 8:00 AM to 8:00 PM Eastern. If you are ready to talk about a hire, use the form below. Start with the role, your work email and phone. You can add the company, location and other details after that.
Questions people ask
What is this firm intended to explain?
We start with the work you need done, not a title on a resume. Use the linked resources for the underlying hiring or data question.
Where should I go after reading About Financial Headhunters?
Use the page's related links to compare the work with your opening. Employer requests and candidate submissions use separate forms.
Start a search
Tell us about the seat.
No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.