Financial Headhunters
Temp-to-perm recruiting, available on request
Financial Headhunters: Available on request. Scope and terms are agreed for each engagement.
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
01
What does this hire really come down to?
Your decision to utilize a temp-to-perm arrangement stems from the need to manage immediate workflow backlogs while vetting an individual for long-term integration. You require immediate output from a professional who already possesses specific technical competencies in your current systems. This model allows you to observe their actual performance under pressure before making a permanent commitment to your payroll, effectively turning the initial phase into a practical, paid assessment of their contribution to your team.
Choosing this path demands clear communication about the potential for conversion from the outset. A top candidate must define their intent to pursue a long-term position during the first interview. We produce a written path forward, including the expected conversion timeline and the metrics for success.
- 01We verify their current proficiency in your primary ERP or accounting software by reviewing specific examples of their previous work output and reconciliation logs.
- 02We verify their recent employment history against necessary certifications like a CPA or specific industry qualifications. We confirm these credentials remain active to satisfy the requirements for your permanent scope.
- 03We analyze their ability to adapt to your specific workflow processes, distinguishing between those who only follow strict rules and those who diagnose and solve process friction.
- 04We probe their underlying motivations for moving to verify the permanent hire aligns with their long-term career trajectory. We ask them to identify the specific gap in their current role that prevents them from executing the work they want to do for you.
- 05We confirm their availability to begin the contract term immediately, as temp-to-perm needs usually arise from urgent capacity constraints that require prompt resolution to maintain operations.
- 06We assess their historical consistency regarding tenure and performance. We review their project results from the last three years to verify they possess the reliability needed to move from a temporary contributor to a permanent team member.
02
Where do we find them?
Our search targets professionals who currently hold positions in similar functional domains but are actively seeking a shift in their work environment or functional ownership. These individuals typically possess the exact systems experience your firm requires, such as advanced SQL, SAP, or Oracle capabilities. We identify them through direct contact within specialized accounting and financial operations pools, focusing on those who exhibit a clear preference for hands-on, problem-solving environments.
Good employed people move when they feel their current role limits their opportunity to grow beyond repetitive tasks. We look for individuals who demonstrate a desire to move into a setting where their performance directly influences operational success. They move to environments where they can prove their value through tangible results, making them ideal candidates for a temp-to-perm model where their performance during the contract period dictates their path to a permanent offer.
- 01Managers often assume the temporary period replaces the need for rigorous skill vetting, leading to a candidate who can follow basic instructions but fails to handle autonomous, complex accounting tasks.
- 02Attempting to mask the permanent requirements during the temporary search phase results in hiring a contractor who lacks the aptitude to grow into the expanded responsibilities of your permanent role.
- 03Failing to agree on specific conversion terms before the contract starts often leads to messy contract extensions or a total loss of the individual when the project ends unexpectedly.
03
The search in three steps
- 01We identify the technical gap and the future permanent duties. We ask candidates to describe a time they had to maintain output for a temp project while simultaneously setting up the permanent architecture.
- 02We conduct interviews focusing on their past performance in similar systems. We ask them to explain how they handled a specific system error or data migration during their first week in a previous role.
- 03We finalize the written terms for the conversion period. We define the exact production volume or project milestones the candidate must reach before they transition to your permanent payroll.
04
Which related hiring decisions are worth comparing?
Questions people ask
What is the typical window for receiving a temp-to-perm shortlist?
We prioritize speed for these urgent needs and usually provide a shortlist within days. We do not provide firm timelines, but we maintain an active pool of professionals ready to move quickly.
How should our team conduct interviews to check if a candidate fits the permanent role requirements?
Interview the candidate as if you are hiring them for the permanent role immediately. Focus on their technical competency and their ability to handle the specific stressors of your current work environment.
How do you resolve situations where a candidate is offered more money by their current employer?
We manage counteroffers by focusing on the candidate's core motivation for moving. If their desire for a new opportunity and long-term stability outweighs a temporary salary bump, the placement succeeds.
Will you disclose our company name during your initial screening conversations?
We handle all searches with complete discretion. We only reveal your firm's identity to vetted candidates who have expressed genuine interest and meet our strict criteria for your specific opening.
At what point are we obligated to pay a placement fee?
Testing a candidate through a temporary period allows you to verify their performance before committing to a permanent employment contract. You have no obligation to pay a placement fee until you are ready to make a permanent offer, as governed by our written terms.