Industry
Family offices Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: You need a controller who sees your family office as an integrated engine for wealth preservation, not just a set of disconnected ledger entries.
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?
Your family office requires a controller who can synthesize information across disjointed entity structures into a single source of truth. You are not just hiring for accounting skills; you are hiring for the ability to protect privacy while maintaining perfect audit trails. The right candidate must be able to move between tax compliance for partnerships and day to day cash management for personal assets without losing sight of the larger capital strategy.
Controllers in this space must move beyond month-end processing to manage private entity complexity. They must act as the primary source of financial reporting for your principals. Ask them to explain how they prioritize their daily work when principal requests conflict with existing accounting deadlines. We select individuals who operate independently rather than those who rely on predefined departmental workflows.
Ask the candidate to explain their process for managing the tension between external tax advisers and internal reporting needs. A strong candidate reviews every tax filing and election to confirm it aligns with the long-term financial strategy of the family. We check that they act as a direct participant in your internal risk assessment and financial planning process every day.
- 01Entity Consolidation Experience: We confirm they have successfully managed reporting across disparate legal structures like trusts and private partnerships, not just simple corporate operating entities.
- 02Discretion and PrivacyWe review their history of handling sensitive financial documents. Ask them to describe a specific time they restricted access to confidential principal data and the method they used to audit that access.
- 03Tax-Asset CoordinationWe require examples of how they have worked with external counsel to align investment outcomes with the specific tax goals of the underlying trusts.
- 04Audit ReadinessWe assess if they have the discipline to keep books in a perpetual state of readiness, avoiding the chaos that often accompanies external year end reviews.
- 05Software CompetencyWe verify they have managed specific ERP platforms that handle high volume, multi-entity complexity, rather than just basic small business accounting packages.
- 06Principal CommunicationWe evaluate their ability to draft clear, principal facing summaries that explain investment activity without needing a degree in technical accounting to interpret.
02
Where do we find them?
We find talent in highly sophisticated private investment firms and family offices that run their accounting in house with high standards. These professionals are currently dealing with the exact same complexity of reporting and asset management you face. We also scout mid-sized accounting firms where they have managed private clients for years, as these individuals are conditioned to provide high touch service and hold themselves to extreme levels of accuracy.
They move because they seek environments where the work product is permanent and the stakes are high. They want to move away from the assembly line of large auditing or standard corporate finance. They move for the opportunity to have a direct, unmediated impact on the financial health of the principals they serve. When they come from your peer organizations, they know the specific tax and governance rigors that allow them to perform without months of acclimation.
- 01Relying on generic resumes that mention family office work but lack evidence of independent, complex, multi-entity consolidation capabilities.
- 02Over-prioritizing candidates with public accounting firm backgrounds who struggle to adapt to the lower structure and higher autonomy required in a family office.
- 03Overlooking the soft skill gap when a brilliant accountant lacks the personal tact to interact directly with sophisticated principals or their external advisers.
03
The search in three steps
We perform direct, cold outreach to specific controllers and finance managers at peer firms who are performing the same scope of work right now.
We conduct long form interviews that walk through their actual consolidation methodologies, audit history, and their approach to managing external tax and legal partners.
We deliver a shortlist of fully vetted individuals who have already been tested against your specific requirements and are ready to discuss the move.
04
Which related hiring decisions are worth comparing?
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Related positions we recruit
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- Tax Director
- Senior Tax Manager
- Tax Manager (corporate)
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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.
Questions people ask
Do you provide a specific timeline for when I can expect a shortlist?
We do not offer timelines. We provide you with a shortlist as soon as we identify candidates who meet our technical and operational vetting standards. Expect a conversation about the search scope before we begin.
How do you force candidates to demonstrate they have the tact required to talk to our principals?
Our vetting process is conversational and technical. We force the candidate to explain the architecture of their previous reporting systems and their process for managing stakeholders, allowing you to assess their judgment before interviewing.
How can we minimize the risk of a counteroffer by discussing compensation drivers early?
We discuss compensation and personal drivers at the start of our search to isolate what actually matters to the candidate. This preparation significantly lowers the risk of a successful counteroffer because their motives are already transparent.
How do you keep our family office identity shielded during initial outreach?
We protect your identity by conducting all initial outreach anonymously. We only disclose your name once we confirm the candidate is qualified and truly interested in the specific demands of your office.
Are there any upfront costs to initiate this search?
Staff your family office only after interviewing candidates who meet your criteria. You pay the placement fee once the selected individual starts.
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.