Financial Headhunters
A search built around the work, not a pile of resumes.
Start a Search Financial Headhunters Salary Guide
Financial Headhunters starts by separating a real requirement from a familiar title. We recruit accounting, finance and financial-services professionals through direct search. Permanent placement on contingency is the default. The scope and the agreement come before outreach, so you know what we are looking for and how a hire would be handled.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
- 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
What does Search Calibration give you?
It gives you a description of the seat that can guide an actual decision. We ask what is going wrong or going uncovered, which decisions the hire will own and what experience cannot be learned after joining. We also identify who can approve the scope and the offer.
A controller title may cover an established close or the first disciplined accounting function in an owner-led business. A lending title may mean building relationships or taking care of an existing book. Those differences have to be clear before a list of names is useful.
What happens during Market Mapping and Contact Intelligence?
We identify background types that fit the agreed work and the locations in which a move is realistic. Professional Contact Intelligence supports that search by helping us reach relevant people rather than depending on applications to a posting. Contact details are not a substitute for relevance or permission to share candidate information.
Someone working now may have no reason to open a job board. The first approach needs an honest account of the opportunity, not a vague pitch. We do not claim that everyone we contact is interested or available.
What does outreach and qualification change?
Persistent Personalized Outreach explains why the seat might be worth discussing. Live Candidate Qualification then tests the work behind the title and the person's reason for considering a change. We ask for concrete examples and check constraints that could stop the move before you invest in an interview.
Candidate Intelligence and Process Support gives you context for the conversation. You should know what they do now and which gaps remain. We help keep interview feedback and next decisions connected to the original search, rather than letting the opening change unnoticed midway through.
Which engagement model applies?
Permanent search is our first model. Contract, temp-to-perm and busy-season requests are available on request for a defined need, with terms set for that engagement. Do not assume a coverage assignment has been accepted simply because the same role also exists as a permanent hire.
Tell us what the assignment must resolve and who will direct the work. We do not represent that we employ, pay or insure contract workers. Those operational assumptions need their own written clarification before any arrangement proceeds.
Where can you go next?
What should you send or read next?
Before outreach, agree who can answer a candidate's questions about the desk. An owner may control the reporting line while a department manager knows where the unfinished work sits. Both views matter. If those accounts disagree, settle the brief instead of letting the candidate discover the disagreement in separate interviews. Search calibration is the place to decide which responsibilities are fixed and which can change for someone with the right background.
An interview decision should connect to the work discussed at calibration. If a concern appears, ask what evidence would resolve it. A system gap may need a conversation with the person who will train the hire. A question about review judgment may call for a discussion of an actual accounting decision. Keep the candidate informed when the employer's requirements change. Process support means helping the parties reach an informed decision, not pushing an appointment through an unresolved concern.
Which related hiring decisions are worth comparing?
Questions people ask
How do you charge for permanent search?
No upfront fee. You pay only if you hire under the signed recruiting agreement. The agreement sets the applicable fee and payment provisions.
How quickly will we see a shortlist?
That depends on the search constraints and candidate decisions. We discuss the likely obstacles during calibration rather than assigning a standard date to every opening.
What do you not do?
We do not sell a repost of your vacancy as a specialist search. We also do not promise that a contacted person will move or conceal an unresolved gap just to add another resume.
What does the replacement policy say?
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.
Can a candidate accept a counteroffer?
Yes. We ask what prompted the conversation and whether your opening addresses it. The candidate still owns that decision, and a current employer may try to change it.