Financial Headhunters
Don’t see your role?
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Tell us what you need. We will say plainly whether we can help.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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.
- 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
- No upfront fee
- Pay only if you hire
- Accounting, finance, banking and insurance
- We reach people who aren’t on job boards
- Replacement terms on standard searches
Prefer to write it out?
Send the full detail.
No upfront fee. You pay only if you hire.
Our lists are not complete
Finance titles vary a lot. A Head of Finance Operations at one company is a Controller at another. If the seat is finance or accounting, we probably can search for it.
What to include
Describe the work, not just the title.
- What the person will own
- Who they report to
- Company type and location
- Timing
If it is not finance
We will tell you so, rather than take a search we cannot do well.
What should you send or read next?
Describe what the person will do rather than trying to fit your opening into a menu. Companies use different labels for similar work, and the same label can cover very different responsibilities. Tell us which queue, account, portfolio or team the hire will own. That gives the recruiter a starting point for the conversation even when your internal title is unusual.
Include the systems and conditions that matter to the desk. A billing role at a contractor may need progress billing experience. A bank operations role may involve payment returns rather than customer service at a branch. Explain whether those duties are essential or whether someone with a related background could learn them with your team.
Say why the seat is open. A replacement can inherit an established process, while a newly created position may need to define one. If the current employee remains in place, mark the request confidential and discuss outreach boundaries. If the employer has not decided the reporting line, identify who will help make that decision.
You do not need to choose a larger title to get the opening reviewed. We recruit across staff and leadership levels. The first discussion is about the work and the fit, not about presenting every appointment as executive search. We will also separate a permanent vacancy from a defined cover request before agreeing the recruiting terms.
Which related hiring decisions are worth comparing?
How your search runs
How does The Six-Step Search work?
One sequence, from a well-defined seat to a shortlist you can judge.
Search Calibration
We start with a call about the seat, the books, the owners and the people the hire will work with. We learn what the role must fix in the first year and what would make a candidate wrong even if the resume looks right.
You get: A written search brief: scope, must-haves, deal-breakers and the pay range, agreed with you.
Market Mapping
We map the companies and institutions where the right people already work: similar size, similar ownership, similar complexity, in your market and in others.
You get: The target list of companies and institutions we will search, reviewed with you before outreach.
Professional Contact Intelligence
We find direct ways to reach the people on the map. Most are employed and not reading job boards, so reaching them takes real research.
You get: Direct routes to people who are not on job boards, researched for your search.
Persistent Personalized Outreach
We call and write to people individually and follow up. Interest varies, so we discuss the actual opportunity rather than promising a particular response.
You get: One-to-one conversations about your actual role, followed up, never a mass email blast.
Live Candidate Qualification
We speak with every candidate before you do. We check scope, systems, reporting lines, compensation expectations, location and why they would move.
You get: Only candidates we have spoken with, checked on scope, systems, pay, location and motive.
Candidate Intelligence and Process Support
You receive a short written brief on each finalist covering what they have done, where they are thin and what they want. Then we help with interviews, references and the offer.
You get: A short written brief on each finalist, plus help with interviews, references, counteroffer risk and the offer.
Questions people ask
What is the main distinction in don’t see your role??
Describe what the person will do rather than trying to fit your opening into a menu. Companies use different labels for similar work, and the same label can cover very different responsibilities. Tell us which queue, account, portfolio or team the hire will own. That gives the recruiter a starting point for the conversation even when your internal title is unusual.
What should an employer clarify before acting?
Include the systems and conditions that matter to the desk. A billing role at a contractor may need progress billing experience. A bank operations role may involve payment returns rather than customer service at a branch. Explain whether those duties are essential or whether someone with a related background could learn them with your team.
What is the fee for a finance search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
How soon will I see a finance shortlist?
It depends on the seat, the location and the pay. We give you an honest read after the calibration call and we do not promise dates we cannot control.
What about counteroffers on a finance hire?
We ask every finance candidate early why they would move and what their employer might do to keep them. Counteroffer risk goes in the written brief before you make an offer.
What is your guarantee?
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.
What don't you do?
We do not post your finance job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.