Hiring situation
New PE sponsor: upgrading the finance team after the deal closes
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Change how a portfolio firm tracks money by replacing informal record systems with the standard audit-ready architecture required by institutional investors.
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 finance lead after a deal must move a company from informal owner records to audited books. You need someone who writes new internal controls and manages debt covenant reporting while keeping cash flow clear for board meetings.
Your new hire connects past financial data to future growth plans. If the current team uses manual spreadsheets that do not link to modern ERP software, this person must rebuild those processes. They must document ledger entries and set up audit trails that satisfy your investors.
A hire must enforce expense policies while keeping legacy staff productive. They must fix the reporting structure to give you correct data for quarterly capital allocation. If they cannot explain a balance sheet discrepancy to you during the interview, they will not fix your books after they start.
02
Where do we find them?
We recruit from companies that recently finished their own financial system migration. These candidates leave because the project is complete and they want to do the work again at a different firm. They know how to handle the pressure of private equity owners who require monthly board reporting packages on a fixed calendar.
We also recruit from regional audit firms. These people leave because they want to work inside a company rather than reviewing files once a year. They know the current GAAP or IFRS rules and are ready to execute the policy changes they used to suggest to clients.
To find candidates who possess the specific skills to overhaul your manual record keeping as described in, we target firms currently undergoing ERP transitions. A strong candidate often considers a move because they finished the intense system cleanup phase and now face a repetitive, stable environment that no longer challenges their ability to build accounting infrastructure. When we interview these individuals, we ask: Why did you decide to leave while your current firm is still stabilizing the new system? An answer that shows a preference for the design and implementation phase over maintaining a finished system confirms they are prepared for the project-based intensity of your post-acquisition accounting upgrades.
We also source from candidates who operate in environments where reporting functions are heavily centralized or restricted by legacy ownership structures. These individuals often seek a new role to gain the autonomy required to replace manual spreadsheets with automated ledger entries as discussed in. We ask them: What is one process you implemented that directly reduced the number of hours your team spent on manual data reconciliation? If they describe a process that mirrors the audit-ready architecture you need for your board meetings, they have the practical intent to apply that experience to your specific financial bottlenecks. We avoid anyone who cannot explain the direct impact of their system changes on final report accuracy.
- 01Hiring a candidate solely because they know your specific industry. They may know your sector but lack the system integration skills to fix your broken reporting.
- 02Refusing to give the new finance head power to delete manual Excel processes. If they cannot stop staff from using offline spreadsheets, the reporting will remain slow and prone to human error.
- 03Hiring someone for their long tenure in one company. A person who worked in one stagnant environment for ten years often lacks the speed to build a reporting function in a growth-focused portfolio firm.
03
The search in three steps
We identify which accounting tasks are currently failing and which board reporting requirements are not being met. We define the specific ledger and system skills the candidate must have to fix these problems immediately.
We contact individuals who completed the specific technical projects you currently face. We check their work history for the same audit and system tasks required by your deal. You then quiz them on their specific approach to resolving your current financial bottlenecks.
04
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 estimated timeline for receiving a shortlist?
We provide qualified candidates within three weeks. We focus on matching specific technical tasks to your needs rather than sending resumes quickly.
How do you verify the technical background of candidates during interviews?
We ask candidates how they handled specific accounting problems like system migrations or failed audits. We verify they can explain these processes to you clearly.
What steps do you take if a selected candidate is offered a counteroffer?
We find out early if they have personal reasons to move beyond pay. This transparency reduces the chance of them staying at their current employer.
Can you conduct this search with strict confidentiality?
Yes. We agree on a communication plan before contacting anyone and only speak with professionals who can maintain discretion throughout the process.
How are the search fees arranged in your agreement?
You pay a fee only after you hire a candidate. All payment terms are detailed in the signed recruitment contract.
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
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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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