Construction contractors (GCs, CMs, subcontractors) Recruit

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.

Start a Search Work out what the vacancy costs you

01

What does this hire really come down to?

Your next finance hire must demonstrate command over the specific mechanics of construction revenue recognition. This is not about static monthly closing; it requires managing work in progress schedules where earnings fluctuate based on project stages, retainage holds, and unresolved change orders. You need a professional who understands that financial statements are only as good as the underlying job cost data provided by project managers on site.

The candidate must prove their ability to manage liquidity and bonding capacity by aligning project billings with actual costs incurred. If they cannot explain how a specific project delay impacts the company's overall cash flow or why a project margin is shifting in real time, they will struggle to provide the visibility your ownership team demands. Their technical literacy with systems like Sage or Procore is just a baseline requirement for their role.

We recruit leaders who integrate the accounting department with field operations. We seek individuals who challenge project managers on estimates and track the root cause of cost variances before month-end reporting. This role acts as a control mechanism to verify that project financial reporting matches actual construction progress and profitability.

02

What do we check before you see anyone?

01We verify they have owned the WIP schedule preparation from start to finish rather than just inputting data provided by others.
02We confirm they have successfully navigated bonding requirements and surety inquiries, which demands a higher level of reporting accuracy than standard internal accounting.
03We test their hands-on work with job costing software. We ask the candidate to explain how they identified and corrected a data entry error that caused a project cost variance in their last role.
04We test if they have personally managed the complexities of over and under billings to prevent the common liquidity traps that plague growing construction firms.
05We challenge them to provide examples of how they influenced project manager behavior when they noticed a consistent trend of project budget slippage.
06We verify they understand the revenue differences between T&M and fixed-price contract models. We ask them to describe a time they corrected a bill-to-cost mismatch caused by applying the wrong contract logic.

03

Where do we find them?

We source candidates from within established general contractors and specialty trade firms where the finance function handles the direct project load. These individuals are usually working in environments where they are held accountable for project margins and lender relationships daily. We target professionals who have survived the transition between different growth stages, as they understand the scaling challenges your firm currently faces.

Good people move because they seek a role where their financial expertise actually influences operational decisions. They leave when their current firm becomes too bureaucratic, restricts their ability to provide direct feedback to ownership, or fails to invest in the modern systems required to run complex project reporting. We connect with those who want to apply their technical skills in an environment that prioritizes financial transparency.

04

Which hiring mistakes should you watch for?

01Hiring from real estate or commercial property accounting pools because the candidate seems familiar with the construction industry label.
02Overvaluing a candidate’s experience with big-name accounting firms while ignoring their lack of practical field exposure and job cost intuition.
03Failing to ask how they handle conflict with project managers, which leads to hiring a finance person who keeps their head down while project data goes sideways.

05

The search in three steps

01We map the current talent pool within relevant local and regional contracting firms to isolate professionals with the specific reporting background you need.
02We conduct deep technical screenings to confirm they speak the language of job cost, retainage, and surety, eliminating those whose knowledge is purely academic.
03We present only those candidates who demonstrate the soft skills necessary to challenge your operations team and drive accuracy across your entire project portfolio.

06

Which related hiring decisions are worth comparing?

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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.

Start a Search

Questions people ask

What is your estimated delivery time for an initial candidate pool?

We provide a realistic timeline once we agree on the scope of the search. We do not promise artificial dates, but we focus on delivering qualified people quickly.

How do you screen for specific construction accounting skills like job costing?

We use your specific software, reporting requirements, and project volume to screen candidates. We ask about their direct experience resolving the same financial challenges you face.

How do you confirm a candidate rejects a counteroffer and commits to our timeline before our busy season?

We guide candidates through resignation and counteroffer scenarios to finalize their transition. We set the search timeline to land your hire at least four weeks before your next peak season begins.

How will you keep our company details private from competitors?

Yes, we handle every outreach with discretion. We only disclose your company identity to candidates after we have verified their interest and professional fit for your firm.

What is the financial commitment required to start this search?

Invest in new construction project talent only when a candidate passes your interview process. We invoice only after the new hire starts.

How soon will I see a finance shortlist?

It depends on the seat, the location and the pay. We give you an honest read after the calibration call and we do not promise dates we cannot control.

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.