Industry
Hospitality, restaurants and multi-unit franchise Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Stop hiring accounting staff who lack the direct unit-level experience needed to reconcile complex multi-unit labor, food cost, and franchise royalty variables.
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 next financial leader must translate raw operational data into actionable intelligence for your ownership group. This is rarely about standard general ledger maintenance. It is about understanding the specific friction between frontline labor variances and food cost percentage fluctuations in real time. We look for individuals who can manage the high-volume nature of these business models without losing the accuracy required for strict regulatory and lender reporting.
You need someone who separates property-level P&L from consolidated corporate statements. Candidates must maintain system integrity in R365 or M3 to support onsite managers. Ask them how they troubleshoot a batch import error to keep USALI financial framework data accurate.
The best hires are those who have survived the complexity of shifting franchise royalty agreements and multi-entity consolidation. They have seen how a lack of tight internal controls can cause profit margins to leak silently. We focus on finding operators who act like finance partners. They bring the exact accounting background of a CPA but prioritize the commercial agility needed to keep your unit operations lean, compliant, and profitable.
02
What do we check before you see anyone?
- 01Technical proficiency in high-volume reconciliation: We test their actual ability to manage labor and food cost variables within the specific constraints of common industry accounting software.
- 02Application of USALI standards: We verify their history applying these benchmarks to hotel operations. Ask them to explain how they categorized a disputed departmental expense under USALI guidelines.
- 03Complexity managementWe ask them to explain how they handle multiple ownership structures or management agreements without collapsing under the administrative burden of royalty calculations.
- 04Operational communicationWe check if they can present financial findings to non-financial onsite managers in a way that creates accountability rather than simple friction or confusion.
- 05Audit readinessWe confirm their history of managing the month-end close cycle and preparing for external audits, specifically in high-pressure private or private equity environments.
- 06Systems implementationWe examine their track record for correcting broken workflows or poor data entry protocols that often jeopardize the integrity of multi-unit financial datasets.
03
Where do we find them?
We hunt for talent within mature hospitality groups and multi-unit restaurant operators that mirror your organizational scale. Our search is not limited by industry alone. We target professionals at organizations with complex joint venture arrangements, tiered management agreements, and high-frequency unit reporting requirements. We seek people who currently sit in the middle of these intense operational pressures and have proven their ability to resolve systemic accounting failures.
These professionals move when their current environment becomes stagnant or their technical expertise hits a ceiling. They want exposure to more sophisticated equity structures, complex capital investment cycles, or a higher degree of influence over operational strategy. They are rarely applying to job postings. We find them by identifying those who are currently performing the heavy lifting of unit-level financial oversight at organizations facing similar growth or consolidation challenges.
04
Which hiring mistakes should you watch for?
- 01Hiring based on broad industry titles instead of specific experience with your exact unit-level reporting and labor control systems.
- 02Assuming a corporate accountant can handle the high-volume transaction processing and daily operational intensity of a multi-unit hospitality environment.
- 03Prioritizing general ledger expertise over the ability to manage complex franchise relationships and the unique regulatory demands of property-level accounting.
05
The search in three steps
- 01Structure and scopeWe start by auditing your current reporting Gaps and defining the exact technical and operational outcomes you need from the new hire.
- 02Targeted outreachWe manually identify and engage qualified finance professionals who possess current, relevant experience within comparable multi-unit service-based business structures.
- 03Calibration and deliveryWe evaluate candidate interest, technical fit, and practical readiness, then provide you with a shortlist of people prepared for a permanent role.
06
Which related hiring decisions are worth comparing?
In this family
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Related positions we recruit
- Chief Financial Officer (CFO)
- Division / Business Unit CFO
- Chief Accounting Officer
- SVP Finance
- VP Finance
- VP Finance and Administration
- Director of Finance
- Head of Finance
- CFO / COO (combined role)
- Corporate Controller
- Controller
- Division Controller
- Regional / Multi-Site Controller
- Assistant Controller
- VP of Accounting
- Director of Accounting
- Senior Accounting Manager
- Accounting Manager
- Accounting Supervisor
- General Ledger Manager
- Consolidations Manager
- Senior Accountant
- Staff Accountant (experienced)
- General Ledger Accountant
- Intercompany Accountant
- Fixed Asset Accountant
- Lease Accountant (ASC 842)
- Operations Controller
- VP FP&A
- Director of FP&A
- FP&A Manager
- Senior Financial Analyst
- Financial Analyst (experienced)
- Finance Business Partner
- Commercial / Sales Finance Manager
- Director of Strategic Finance
- Strategic Finance Manager
- VP Corporate Development
- Corporate Development Director / Manager
- Director of Investor Relations
- Pricing Manager
- Budget Manager
- Director of Accounting Operations
- Finance Shared Services Manager
- Accounts Payable Manager
- Accounts Payable Supervisor
- Procure-to-Pay Manager
- Accounts Receivable Manager
- Billing Manager
- Order-to-Cash Manager
- Credit Manager
- Director of Credit
- Credit and Collections Manager
- Director of Payroll
- Payroll Manager
- Payroll Supervisor
- 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
- Accounts Payable Clerk
- Accounts Payable Specialist
- Vendor Master Data Specialist
- Travel and Expense (T&E) Auditor
- Accounts Receivable Specialist (including cash application)
- Cash Application Specialist
- Billing Specialist
- Collections Specialist (commercial and consumer)
- Trade Credit Analyst (B2B, non-bank)
- Deductions and Chargeback Analyst
- Payroll Clerk
- Payroll Specialist
- Payroll Administrator
- Payroll Analyst
- Payroll Tax Specialist
- Certified and Union Payroll Specialist (prevailing wage)
- Timekeeper (field and craft labor)
- Deputy CFO
- Accounting Clerk I
- Accounting Clerk II
- Accounting Clerk III
- Financial Analyst I
- Financial Analyst II
- Financial Analyst III
- Lead Financial Analyst
- Senior Financial Systems Analyst
- Senior Bookkeeper
- Remote Bookkeeper
- Remote Staff Accountant
- Senior Accounts Payable Specialist
- Accounts Payable Team Lead
- Senior Accounts Receivable Specialist
- Accounts Receivable Team Lead
- Senior Payroll Specialist
- Lead Payroll Specialist
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
What is your target schedule for presenting a shortlist?
We move as fast as the market allows once we finish our initial outreach. While we avoid artificial timelines, our direct research approach produces a qualified shortlist based on the specific technical demands of your current operation.
How do you determine if a candidate can successfully collaborate with our onsite unit managers?
We assess fit by checking their history of interacting with operational stakeholders. A strong candidate in this sector must demonstrate the ability to balance strict financial control with the practical needs of unit managers.
How is the risk of a counteroffer managed throughout the interview phase?
We review total compensation and career progression with candidates to clarify their interest. We check if they want to apply their knowledge to your specific business model. Ask them to explain a professional reason for their last career change.
How do you protect our identity during the initial outreach process?
We determine the level of anonymity required before starting any outreach. Your company name is only shared with vetted candidates who express genuine interest and meet our technical criteria for your specific opening.
What fee arrangement applies to this search?
We operate strictly on a contingency basis. You pay no fees unless you decide to hire a candidate we introduce, and all terms are clearly set out in our written agreement before we start.
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.
Related reading
- Credentials and licenses: what they prove
- How long a search takes and why
- Bookkeeper Recruiters for Hospitality, restaurants and multi-unit franchise
- Full-Charge Bookkeeper Recruiters for Hospitality, restaurants and multi-unit franchise
- Accounts Payable Specialist Recruiters for Hospitality, restaurants and multi-unit franchise