Hiring situation
Integrating acquisitions: finance hires for add-ons and multi-entity growth
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Standardize your reporting architecture while absorbing acquisitions without stalling current entity operations by pinning down technical integration leads who prioritize ledger mapping over daily transactional maintenance.
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?
Your business experiences friction when adding entities. You need a finance leader who translates different general ledgers into one reality. This role is not about routine ledger maintenance. It is about the tactical mapping of legacy charts of accounts into your primary structure while keeping internal controls firm during volume spikes.
Successful candidates show a mechanical understanding of data flowing from regional units into the parent entity. They address technical debt in targets where records lack rigor. You need someone who finds exactly where intercompany eliminations fail and executes the fix. They build processes to force data into compliance without stalling reporting. A candidate has years of experience troubleshooting ledger conflicts in NetSuite, SAP, or Sage Intacct, handling fallout from mismatched segment mapping or faulty data migration that breaks consolidated reporting. They reconcile sub-ledger differences rather than generating internal reports, showing they handle accounting architecture instead of just dashboard output.
02
What do we check before you see anyone?
- 01Technical ERP fluencyWe confirm they have personally led a migration or integration between systems like NetSuite, SAP, or Sage Intacct, addressing specific data mapping failures.
- 02Consolidation logicWe probe how they handle intercompany transactions and transfer pricing across multiple tax jurisdictions to confirm they understand accounting mechanics rather than just software usage.
- 03Control environment designWe verify they have built internal audit procedures from scratch for entities that previously lacked formal governance, confirming these controls scale as you add units.
- 04Standardization methodologyWe ask for their specific approach to shutting down legacy closing calendars to force alignment with your corporate month-end timelines without causing manual input errors.
- 05Stakeholder communicationWe evaluate how they explain consolidation adjustments to regional managers who may resist new reporting requirements, checking for calm, authoritative resolution of tension.
- 06Operational project management: We confirm they treat financial integration as a defined project with clear milestones and contingency planning rather than a continuous cycle of ad-hoc firefighting.
03
Where do we find them?
We source professionals deep inside mid-market platforms or regional firms that execute growth through assets. They hold roles like integration lead or corporate controller where the daily reality involves onboarding new business units into a shared service model. They seek the satisfaction of imposing order on complex financial operations. These individuals change roles when the acquisition pace in their current firm slows, limiting their ability to execute system setups or ledger migrations. They look for roles that demand the high-volume workload of integrating entities, applying the technical logic required to keep a parent firm balanced during growth. They are tired of maintenance cycles and want to focus on the setup phase.
We also find talent in independent accounting practices where the work involves cleaning up records for clients going through private equity exits or divestitures. These professionals move when their current environment becomes static. They want to own the process of building the finance architecture for a growing firm rather than reporting on a single, unchanging entity. They often leave project-based consulting to move into a firm where they control the lifecycle of integration, from the initial data audit through to the final system alignment. They are motivated by ownership of the financial architecture they build rather than the billing cycle of a firm. We look for those who have spent significant time inside specific industries, such as software or manufacturing, because they understand the unique regulatory requirements of those fields and can immediately apply that to your consolidated financial statements without needing external guidance.
04
Which hiring mistakes should you watch for?
- 01Hiring candidates from stagnant, monolithic environments who lack the project-based experience required to integrate entities with messy or nonexistent legacy financial reporting infrastructure.
- 02Prioritizing software certifications over the demonstrated ability to clean and normalize data sets before they enter your primary reporting tool during the acquisition onboarding phase.
- 03Assuming a strong operational controller can successfully act as a project manager, ignoring that the skills for entity integration and recurring monthly accounting are fundamentally different.
05
The search in three steps
- 01We analyze your specific ERP ecosystem and the complexity of the entities you are acquiring to define the precise technical threshold a candidate must meet.
- 02We headhunt individuals who have actually solved for the specific consolidation, regulatory, and reporting hurdles your business faces right now during your growth cycle.
- 03We vet candidates through detailed discussions of their historical projects to confirm their tactical approach to building financial infrastructure aligns with your firm’s capacity.
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
What is the expected timeline to receive a shortlist for this integration hire?
We begin headhunting immediately. You receive a shortlist once we vet individuals who meet your specific integration criteria, typically within a few weeks.
How should we test their ability to handle consolidation adjustments during the interview?
We focus the interview on the technical tasks they must perform immediately. We provide the context of your specific integration hurdles to see if their methodology resolves your challenges.
How is our company name shielded until we are ready to engage?
We run the entire search with absolute discretion. We only disclose your identity to pre-vetted candidates after they confirm their interest and meet our initial screening standards.
What happens if our lead choice decides to take a counteroffer?
We discuss the candidate’s reasons for moving early in the process. We confirm their commitment is based on the specific challenge of your integration work, not just salary.
When does the service fee become due?
Scale your finance team during acquisitions by paying fees only for successful hires. Our written agreement details all specific terms prior to the start of our search process.
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.
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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.
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