Financial Headhunters
Finance executive search
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: CFOs, VPs of Finance and finance directors, found by direct search.
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
Why leadership searches are different
A finance executive is chosen for judgment as much as skill. They will sit with owners, lenders and a board. A résumé cannot show how someone handles a hard conversation, so we spend more time on calls and references.
How we run it
The six stages are the same as any search, with more depth. Calibration includes the owners or sponsor. Outreach is quieter. Every finalist gets a longer written brief.
- Calibration with the decision makers
- Confidential outreach where needed
- Reference conversations before an offer
- Help with the offer and the transition into the role
Contingency, not retained
We run executive searches on contingency. No upfront fee. You pay only if you hire. The contingency vs retained page explains when each model makes sense.
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 should you send or read next?
A finance leadership search should begin with the decisions the business needs to transfer. A CFO may be expected to guide a financing discussion while keeping the finance team accountable for reporting. A chief accounting officer may own policy and reporting judgment without taking the same commercial responsibilities. Treating those titles as interchangeable makes the interview less useful.
Ask how the leader will work with the owner, board or sponsor. Reporting expectations and decision authority can differ even between businesses of similar size. A candidate needs to understand whether they can change a process or are being hired mainly to administer one already defined. The employer needs to decide where independent judgment is required.
We look for accounts of decisions rather than leadership adjectives. Ask a candidate about an accounting disagreement, a difficult budget choice or a request from a lender. Find out who made the final call and how the candidate explained the options. Someone who observed a decision should not be presented as the person who owned it.
A title upgrade alone may not persuade a sitting leader to move. The work and the authority have to fit what they want to take on next. Discuss confidentiality early if the incumbent is still in the business. The recruiting model and signed terms should also be clear before outreach, so neither party mistakes a contingency search for a different service arrangement.
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
Which executive roles do you search?
CFO, VP of Finance, Head of FP&A, Controller and similar leadership seats.
Can the search be confidential?
Yes. We do not name your company until a candidate is qualified and interested.
Do you only work with PE-backed companies?
No. Private and owner-led companies are a large part of our work.
Why contingency for executives?
It keeps the risk with us. If you do not hire, you do not pay.
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.