Hiring situation
ERP migration (QuickBooks to NetSuite, Sage Intacct or SAP) and the people it needs
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire someone to run your finance department who treats the system migration as their own long-term workspace.
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
01
What does this hire really come down to?
A migration succeeds when the person in charge views the data transition as a permanent shift in how the business operates. You need a leader who takes direct responsibility for every item in the chart of accounts before the first data migration script runs. They must endure the manual labor of cleaning out subledgers and removing ghost records that exist in your current limited software.
Effective hires do not copy existing manual processes into the new system. They build automated approval workflows, create native audit trails, and develop reporting dashboards that display actual data. The value of your software depends on the specific user permissions and ledger logic they set up during the initial configuration.
These individuals stay on to run your finance team after the system launch. They change jobs to find a place where their architectural decisions impact daily efficiency and audit readiness for years. They reject roles where the software switch is treated as a one-time IT task. They want to operate the finance environment they designed.
02
What do we check before you see anyone?
We ask how they handled a specific technical error in their last migration. If they blame the vendor, we ask who did the actual work to fix the data. We check if they verified the trial balance after the conversion or if they assumed the migration tool worked correctly. We identify candidates who admit to past project failures and explain how they corrected those mistakes in subsequent implementations.
03
Where do we find them?
We recruit from regional accounting firms where practitioners complete repeated migrations for various clients. These people perform multi-entity consolidations and follow rigid audit reporting schedules every month. They look to change jobs because they want to stop traveling to different sites and manage one single balance sheet from start to finish.
We also recruit from growth companies that recently finished their own system launch. These people handle the daily work required after the initial excitement of a new system dies down. They look to move when the current software setup becomes routine and they want to build a new infrastructure for a different company.
A controller may consider a move when the current system leaves them rebuilding the same report in spreadsheets at every close. We ask which report it is and where the source balances come from. Someone who wants to help choose the new chart of accounts needs a different conversation from someone who wants a completed system to run. We also ask what they owned after an earlier conversion went live. Did they reconcile opening balances, investigate a failed interface or hand those problems to a consultant? Then we compare that division of work with the support your company will have during this migration.
Before presenting the opportunity, we ask what the candidate wants to stop doing and what they want to take on. A request for more control over reporting is useful only if your company can give them access to the decisions behind it. We ask you who approves configuration changes and who can make a consultant available when a test fails. Then we ask the candidate how they would document a disagreement between the general ledger and a connected system. Their answer gives you a way to discuss the actual handoff. It does not prove they can fix every problem. The aim is to agree on what the finance hire owns and what still belongs with the implementation team.
04
Which hiring mistakes should you watch for?
- 01Hiring a project manager who knows how to use software but cannot identify why a ledger entry is wrong.
- 02Hiring based on their knowledge of your current software instead of their track record in fixing broken chart of accounts structures.
- 03Failing to plan for the post-launch stabilization period, which forces your team to work overtime to fix reporting errors.
05
The search in three steps
- 01We compare their specific migration history against your current reporting complexity and your desired end state.
- 02We ask them to walk through how they solved past data integrity issues during a live implementation.
- 03We present people who can configure your software modules and manage the finance team through the transition.
06
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
How much lead time do you need to produce a shortlist for our migration project?
We take time to verify that each person has completed a migration similar to yours. We provide a date for your first interviews after we define the scope of your system move.
How do you test if a candidate can handle our specific system architecture?
We ask for examples of how they solved data structure problems in their previous roles. We look for individuals who have designed financial processes from the ground up.
What happens if they get a counteroffer from their current employer?
We talk to candidates about their current firm before interviews start. We discuss why your specific project offers a better long-term goal for their career.
How do you protect our identity until we are ready to meet candidates?
We discuss your need for privacy before we contact any potential hires. We vet candidates without revealing your name until they prove they meet your criteria.
What is the payment structure for this type of search?
You pay a recruitment fee only after you hire a candidate. All payment terms are documented in our written agreement.
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.
Keep reading
- Roles we fill
- Industries
- Interim and fractional