Directory
Industries we recruit for
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Your operational finance needs shift dramatically depending on the core economic engine of your specific industry.
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
How long did your last search take?
How much did the empty seat cost while you waited?
Every week a finance seat stays empty costs you in overtime, late closes and work that waits. We go straight to people already doing the job.
01
What does this hire really come down to?
You cannot hire a finance leader based on a generic resume because industry cycles dictate how cash moves and how risk manifests. A manufacturing controller spends time on inventory valuation and labor absorption, while a software firm requires deep focus on recurring revenue metrics and deferred income recognition. If your candidate has never managed the specific economic pressure points of your sector, they will spend their first half-year learning basics rather than driving performance.
Your industry vertical dictates specific finance workflows and reporting habits. We vet whether a candidate comes from heavy assets versus professional services to match your capital expenditure and depreciation needs. Ask them to explain the depreciation schedule they built for a fixed asset with a five year useful life. This determines if their background aligns with your margins and growth hurdles to protect your bottom line.
02
What do we check before you see anyone?
- 01We verify if their previous industry experience included managing the same inventory turnover or service-level agreement cycles your firm faces daily.
- 02We review their work history inside your specific enterprise resource planning software to confirm they execute daily tasks without retraining. Ask them to walk through the steps they took to reconcile a bank statement within that specific ERP.
- 03We check their regulatory filings to confirm they have successfully navigated the specific compliance environments governing your sector.
- 04We audit their application of revenue recognition standards to check if they performed accounting tasks under the exact frameworks governing your business model. Ask them to describe a revenue recognition issue they resolved under ASC 606.
- 05We assess their history with debt and equity structures to verify they manage your specific capital allocation requirements. Ask them how they accounted for a specific debt covenant violation or equity issuance in a past role.
- 06We test their ability to translate industry-specific performance indicators into meaningful insights that influence executive decision-making within your firm.
03
Where do we find them?
We target candidates in organizations that mirror your operational complexity. These individuals move when they find an environment where their industry knowledge can resolve a specific bottleneck rather than just maintaining existing reporting systems.
Our sourcing process identifies leaders who have successfully managed the specific financial transitions your company is currently undergoing. We look for professionals who demonstrate a track record of implementing controls and systems within your specific industry vertical. They are not looking for a job; they are looking for a platform where their specialized knowledge creates immediate impact and secures their position as a key strategic partner.
04
Which hiring mistakes should you watch for?
- 01Hiring a brilliant generalist who lacks specific sector experience often leads to an expensive onboarding period where the new hire struggles to translate their methods to your unique market reality.
- 02Assuming that high-level finance technicals are identical across sectors leads to poor cultural fits where the finance team ignores the operational nuances that actually dictate company profitability.
- 03Judging candidates by resume titles while ignoring operation scale leads to hires who miss daily transaction volume targets. Ask how many invoices they processed weekly in their last role to verify they handle your actual volume.
05
The search in three steps
- 01We map your specific operational model against the candidate pool to identify those who possess the exact technical and industry-specific experience required to deliver immediate results for your business.
- 02We conduct deep technical assessments to confirm the candidate understands your unique revenue streams, cost accounting structures, and the specific software systems that drive your financial output.
- 03We conduct interviews that require candidates to explain how their past industry tasks solve your current business constraints. Ask them to describe a specific period end closing hurdle they managed that matches your current reporting cycle.
Industries and client types
- Construction contractors (GCs, CMs, subcontractors)
- Real estate developers, owners, REITs and homebuilders
- Healthcare providers (hospitals, physician groups, ASCs, senior living, behavioral)
- Manufacturing and distribution
- Technology and SaaS
- Private equity backed portfolio companies
- Private equity, private credit and investment firms
- Community and regional banks
- Credit unions
- Insurance carriers, MGAs and brokers
- Wealth management, RIAs and trust companies
- Fintech and payments
- Nonprofits and foundations
- Government contractors
- Hospitality, restaurants and multi-unit franchise
- Family offices
- Public companies and IPO-bound companies
- Public accounting (CPA) firms
- Professional services firms (law, architecture/engineering, consulting)
- Mortgage lenders and mortgage brokers
Hiring situations
- Preparing for a first audit, a lender audit, or an IPO
- Replacing a long-tenured controller (retirement or succession)
- Outgrowing the bookkeeper: hiring your first controller or CFO
- New PE sponsor: upgrading the finance team after the deal closes
- Confidential replacement of a finance leader (incumbent still in seat)
- ERP migration (QuickBooks to NetSuite, Sage Intacct or SAP) and the people it needs
- Opening a new market or loan production office: hiring a lending team
- Fixing a slow month-end close
- Cleaning up after a restatement, material weakness or bad audit
- Integrating acquisitions: finance hires for add-ons and multi-entity growth
- Covering busy season: seasonal tax and audit staff for filing season and the extension deadlines
- Clearing an accounting backlog: AP, billing, reconciliations or collections that have fallen behind month-end
- Mortgage volume swings: adding processors, underwriters and closers when applications spike, and sizing back down
- Opening a new branch or market: tellers, universal bankers and a branch operations lead before the doors open
- After an exam finding: staffing a BSA/AML alert backlog, lookback or remediation project
Role and industry pages
- Controller, Construction Company (GC or subcontractor)
- CFO, Construction Company
- Project Accountant, General Contractor
- CFO, Private Equity Portfolio Company
- Controller, PE-Backed Company
- Commercial Lender, Community Bank
- CFO, Community Bank
- CFO, Credit Union
- Chief Lending Officer, Credit Union
- Construction Lender, Community or Regional Bank
- Controller, Real Estate Developer
- Fund Controller, Real Estate Private Equity
- Fund Controller, Private Credit Fund
- Controller, SaaS Company
- VP Finance, Venture-Backed SaaS (first finance leader)
- Controller, Healthcare Organization (physician group, ASC or hospital)
- CFO, Nonprofit Organization
- Controller, Government Contractor (DCAA)
- Plant Controller, Manufacturing Company
- CFO, Family Office
- Controller, Fintech Company
- Controller, Insurance Carrier or MGA
- Controller, Multi-Unit Restaurant or Hospitality Group
- SEC Reporting Manager, Newly Public Company
- Audit Manager, Regional CPA Firm
- Full-Charge Bookkeeper, Specialty Subcontractor
- Accounts Payable Specialist, Property Management Company (Yardi or MRI, per-property bank accounts)
- Billing Specialist, Professional Services Firm (law, architecture and engineering)
- Accounts Receivable and Collections Specialist, Healthcare Provider
- Inventory Control Specialist, Manufacturer or Distributor
- Payroll Specialist, Multi-Unit Restaurant or Hospitality Group
- Tax Associate, Regional CPA Firm (busy season)
- Universal Banker, Community Bank
- Deposit Operations Specialist, Credit Union
- BSA/AML Analyst, Fintech or Sponsor Bank Program
- Mortgage Loan Officer, Credit Union or Community Bank
- Client Service Associate, Registered Investment Adviser (RIA)
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 quickly can you produce a shortlist for niche industry roles?
We prioritize accuracy to provide a shortlist of individuals who possess the specific industry experience you require. We provide the first set of profiles as soon as the search reveals candidates meeting your exact technical standards.
How do you verify if a candidate can communicate effectively with our operational managers?
Culture is driven by how your finance team interacts with your business operations. We evaluate every candidate on their ability to communicate with non-financial stakeholders, confirming they lead within your specific office environment. Ask them to describe a time they presented financial results to a warehouse manager.
How do you handle a candidate considering a stay-or-go scenario due to a counteroffer?
A counteroffer is a common hurdle when recruiting senior finance talent. We work with candidates to verify their motivations for moving and confirm they are committed to your role before we finalize the interview process. Ask the candidate to outline their plan for resigning from their current firm.
What is your protocol for maintaining discretion with our firm identity?
We manage every search with complete discretion, protecting your identity and the sensitive nature of the role. We only disclose your company details to vetted candidates who demonstrate the necessary technical fit and a high probability of success.
When is the search fee invoiced?
Manage your hiring budget efficiently by paying only for successful placements. Fees are earned exclusively when you hire a candidate we introduce per our 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.