Industry
Finance recruiting for grant-funded organizations.
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: You need finance leaders who bridge the gap between restricted revenue reporting and mission-critical program execution.
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 finance lead manages the conflict between rigid donor rules and daily program costs. They map restricted balances against current spending to maintain alignment with award terms. Ask them how they handled a deficit in a specific grant fund during an end-of-year audit.
Great candidates excel at translating complex grant obligations into clear narratives for your board. They do not just report the numbers; they identify where cash flow risks emerge from volatile funding cycles. A successful hire builds systems that satisfy rigorous audit requirements without forcing program managers to abandon their work for excessive paperwork.
We prioritize individuals who have lived the cycle of reporting to multiple external stakeholders under intense scrutiny. They have learned that accuracy in the ledger is the primary defense against losing future support. They show up ready to define how data flows between finance and your mission, focusing on transparency that enables leadership to make informed decisions confidently. Buyers should prioritize technical proficiency in fund accounting software alongside verified experience handling federal audits. Evaluate their capacity to explain budget variances without technical jargon during high pressure quarterly reviews. Verify that their past roles involved actual grant reconciliation rather than mere oversight, as this practical habit distinguishes a productive finance leader from a passive administrative manager.
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02
What do we check before you see anyone?
- 01Direct experience maintaining separate ledgers for restricted versus unrestricted funds to prevent accidental misallocation during high-volume periods.
- 02The candidate must produce audit files that answer specific questions from institutional grantors and government monitors. Ask them to provide an example of a correction they made to a ledger entry during an audit.
- 03Familiarity with building financial models that forecast cash needs across irregular grant payment schedules and multi-year funding arcs.
- 04Evidence of creating internal control processes that document spending compliance without creating bottlenecks for your front-line program staff.
- 05Track record of presenting technical financial performance to non-financial board members while explaining the impact of restricted revenue.
- 06The role requires daily use of your current ERP to perform database administration and output reports. Ask them to describe the specific steps they took to build a custom query for an unusual grant reporting request.
03
Where do we find them?
We look for professionals currently working in environments where revenue streams rely on competitive awards and complex donor reporting. This includes research institutions, public-private partnerships, and specialized social service agencies where the volume of transactions forces high-level efficiency. These candidates are typically successful in their current roles but move when they hit a ceiling on their ability to modernize or influence strategy.
Professionals in this space seek environments where their specific financial oversight impacts end results. They look to move when they can partner with leaders who prioritize budget integrity alongside mission goals. We initiate contact directly because these individuals are busy managing current audit and reporting tasks.
04
Which hiring mistakes should you watch for?
- 01Hiring candidates who come only from corporate backgrounds where they never had to manage funds with strict donor-imposed expiration dates.
- 02Focusing on a candidate's past job titles instead of their technical history with grant-based revenue recognition and donor reporting cycles.
- 03Assuming a person with strong general ledger skills can adapt to the intense compliance burden of institutional funding without prior exposure.
05
The search in three steps
- 01BriefingWe map your specific reporting requirements and grant portfolio to identify the exact technical profile needed to stabilize or grow your finance function.
- 02OutreachWe contact individuals who currently manage audit timelines and revenue models. We ask them to explain how they reconcile funding sources against overhead costs.
- 03VettingWe confirm their history of protecting financial records during audits while program teams meet grant goals. Ask them to detail their process for addressing a discrepancy found by an external monitor.
06
Which related hiring decisions are worth comparing?
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How your CFO 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 long does the vetting process take for grant-funded roles?
We rank candidates based on matching grant criteria to your specific funding model. Ask them to describe how they modified their accounting workflow during a sudden change in donor reporting requirements.
How do you check if a candidate has the patience to work with program staff?
We assess their communication style and past performance against your specific organizational challenges. We confirm if they have managed similar pressures and if they view finance as a partner to program staff.
How do you keep me updated if a candidate's situation changes during the process?
We identify and address the motivations for moving early in our conversations to minimize counteroffer risks. If a situation changes during the process, we provide an immediate update so you can decide how to proceed.
What steps are taken to keep our financial search sensitive?
We present the opportunity only to carefully selected individuals who match your criteria. We manage all initial outreach without publicizing your organization or the sensitive details of your financial search.
Do I pay any fees before a candidate is hired?
Grant-funded organizations manage hiring budgets efficiently through our performance-based model. We require payment only upon your successful hire, as defined in our written agreement.
What about counteroffers on a CFO hire?
We ask every CFO candidate early why they would move and what their employer might do to keep them. Counteroffer risk goes in the written brief before you make an offer.
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 CFO 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.