Industry
Government contractors Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Secure finance talent capable of maintaining audit integrity and regulatory compliance under DCAA standards.
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 firm operates under a microscope where financial accuracy dictates your ability to win and keep contracts. You do not just need a controller or accountant. You need a professional who understands that every journal entry carries the risk of audit scrutiny. If your finance team lacks deep fluency in Federal Acquisition Regulation, your indirect rate pools will fail the test of an incurred cost submission.
You require someone who manages compliance as a primary operational task. Systems like Deltek Costpoint serve as the framework for your business health and require daily management to maintain internal controls. Ask the candidate to describe a time they audited project accounting flows to prevent margin erosion.
The best hires are those who have lived through the intensity of government audits and understand the consequence of a CAS noncompliance finding. They move to your organization because they want a setting where their technical precision is a tangible business advantage. We help you isolate those individuals who view financial operations as the cornerstone of your contract lifecycle management.
02
What do we check before you see anyone?
- 01We verify direct experience with DCAA audits by asking candidates to recount a specific finding they defended against a government auditor.
- 02We confirm their proficiency in managing indirect rate structures and building compliant cost pools under the specific FAR guidelines governing your firm.
- 03We assess their ability to handle the complexities of Cost Accounting Standards to prevent financial disallowances during contract execution.
- 04We mandate evidence of hands-on work within Deltek Costpoint or Unanet, focusing on system configurations rather than just data entry.
- 05We review their history of preparing successful incurred cost submissions to confirm they understand the granular documentation required for accuracy.
- 06We evaluate their technical memorandum drafting by reviewing samples they wrote to document accounting decisions for GAAP and federal auditors.
03
Where do we find them?
We source from professionals currently managing financial operations in defense, aerospace, and specialized research firms that hold government prime contracts. These individuals are comfortable with the unique fiscal reporting cycles and the high level of transparency required by federal agencies. We prioritize those who are moving because they seek a more hands-on influence over the financial strategy of a scaling business.
Our outreach also targets technical accounting specialists from firms that provide audit or consulting services to the government contracting sector. These candidates often possess a superior grasp of the regulatory changes that impact your business. They look to move into private industry to apply their expertise to a specific mission, offering you the immediate competency needed to stabilize your internal finance function.
A frequent motivator for these candidates is the transition from a highly rigid, siloed large-scale organization to a smaller firm where they can own the entire accounting architecture. When you speak with them, ask what specific regulatory interpretation they had to defend during their last audit. A candidate who struggles to name the specific CAS section or FAR clause involved is likely not ready for a leadership role in your business. We prioritize those who clarify why they want to move away from narrow project accounting into a broader role where they control the full financial integrity of the company.
04
Which hiring mistakes should you watch for?
- 01Hiring candidates solely based on their years of tenure without verifying their experience in actual DCAA-compliant environments.
- 02Overvaluing financial leadership that lacks technical aptitude in ERP systems like Deltek, leading to massive implementation and operational failures.
- 03Ignoring the difference between commercial accounting and government contracting, which forces companies to spend months re-training their own accounting managers.
05
The search in three steps
- 01We diagnose your current regulatory burden and the specific complexity of your cost accounting infrastructure to map the required technical skillset.
- 02We interview candidates on their granular contributions to past financial challenges and their ability to justify rates under direct government scrutiny.
- 03We manage the evaluation cycle so you interview only those who can map complex compliance requirements into accurate financial reports.
06
Which related hiring decisions are worth comparing?
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- Division / Business Unit CFO
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- SVP Finance
- VP Finance
- VP Finance and Administration
- Director of Finance
- Head of Finance
- CFO / COO (combined role)
- Corporate Controller
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- Division Controller
- Regional / Multi-Site Controller
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- Director of Accounting
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- General Ledger Manager
- Consolidations Manager
- Senior Accountant
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- General Ledger Accountant
- Intercompany Accountant
- Fixed Asset Accountant
- Lease Accountant (ASC 842)
- Operations Controller
- Chief Audit Executive
- VP Internal Audit
- Director of Internal Audit
- Internal Audit Manager
- Senior Internal Auditor
- Internal Auditor
- IT Audit Manager
- Senior IT Auditor
- SOX Compliance Manager
- Internal Controls Manager
- Enterprise Risk Manager
- Financial Compliance Manager
- Director of Finance Systems
- Finance Systems Manager
- Financial Systems Analyst
- NetSuite Administrator
- Sage Intacct Administrator
- SAP FICO Analyst
- Oracle Financials (ERP) Analyst
- Workday Financials Analyst
- EPM / Planning Systems Manager (Adaptive, Anaplan, OneStream)
- Finance Transformation Director
- Finance Data / BI Analyst
- Bookkeeper
- Full-Charge Bookkeeper
- Accounting Clerk
- Junior Accountant (Accountant I, entry-level Staff Accountant)
- Account Reconciliation Specialist
- Lease Administrator
- Grant Accountant (nonprofit)
- Fund Accounting Associate (entry level, fund administration)
- Financial Analyst (entry level to experienced)
- Budget Analyst
- Pricing Analyst
- Commission and Sales Compensation Analyst
- Deputy CFO
- Accounting Clerk I
- Accounting Clerk II
- Accounting Clerk III
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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
How quickly can I get a list of candidates vetted against my FAR and CAS requirements?
We prioritize identifying relevant candidates immediately after our initial briefing. While we cannot provide a specific date, you will receive updates as qualified professionals are contacted and vetted.
How do you test their hands-on configuration skills in Deltek Costpoint?
We focus on their practical application of FAR and CAS in daily project accounting. We test their knowledge against your system requirements by asking how they handled an unallowable cost during a DCAA audit.
How do you confirm a candidate prefers our long-term position over a current counteroffer?
Counteroffers are common in high-compliance sectors. We work with you to understand the candidate's core motivation, helping you structure a compelling long-term opportunity that outweighs immediate salary bumps.
How do you manage the timing of your company name disclosure?
We handle every outreach with the discretion you require. We define the parameters of disclosure with you before we reach out to any prospective candidate in the market.
When is the search fee payable?
Government contracting budget cycles are protected by our performance-based search model. You finalize a fee payment only after a candidate is hired under our formal agreement.
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.
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.