Financial Headhunters
Finance recruiting for employers
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: No upfront fee. You pay only if you hire.
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
Who we work for
We work with private, owner-led and PE-backed companies that need a finance or accounting hire and do not want to sort through a pile of résumés.
Some clients have no finance team yet and need a first Controller. Others have a full team and need a Director of FP&A or a Tax lead.
What you get
A named person on our side who runs the search from start to finish, written briefs on each finalist, and help with interviews, references and the offer.
- Direct outreach to employed professionals
- Live qualification by us before you meet anyone
- Honest notes on gaps and motivation
- Support through offer and start
What we ask of you
A calibration call, quick feedback on candidates and a clear decision process. Slow feedback loses good people faster than anything else.
Fees and guarantee
No upfront fee. You pay only if you hire.
Details are on the recruiting fees page. 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 should you send or read next?
Start with the work your team cannot comfortably cover. An accounting backlog, a retiring controller and a planned lending expansion need different hiring conversations. Financial Headhunters helps employers describe that work and reach people with relevant experience. The brief does not have to be polished before you contact us. It does need to identify the opening and the company making the hire.
Explain how the person will work with your existing team. A manager joining experienced accountants needs a different approach from someone building review habits for a new department. A bank hiring a producer should distinguish relationship responsibilities from the credit approvals retained elsewhere. The reporting line often reveals more about the appointment than a title comparison.
Tell us which conditions are settled and which remain open. Work location and required credentials should not change after candidates have been approached without a discussion. If compensation or the role's scope is still being decided, say that at the start. We can ask useful questions about the search without pretending that an unfinished brief is ready for outreach.
We use permanent contingency placement as the default. Defined cover and other engagement options are considered on request. The fee terms belong in the signed agreement, not in a percentage guessed from a website. Once the scope is agreed, the search focuses on working experience and the reasons a qualified person would consider your particular desk.
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 size company do you work with?
Mostly private and PE-backed companies. Size matters less to us than whether the seat is a real finance or accounting role.
Do we need an exclusive agreement?
Terms are set in the recruiting agreement. We will walk you through them on the first call.
Can we keep our own recruiter involved?
Yes. Tell us who else is working the seat so candidates are not contacted twice.
Do you recruit outside the US?
Our focus is the United States. Ask us about a specific location and we will answer honestly.
What if the role is confidential?
We can run a search without naming your company until a candidate is qualified and interested.
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.
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.