Industry
Finance recruiting for hotel operators.
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: A nationwide search shaped by your hotel operators operating model, reporting needs and team.
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 financial leader must master the friction between property managers and asset owners. Every hotel has unique room and service economics that require exact tracking. We identify candidates who treat your balance sheet as a dynamic tool for performance instead of a historical ledger.
Operational finance here demands intense focus on management agreements and labor planning. Your Controller needs to bridge the technical accounting gap while serving as an advisor to General Managers. They must translate daily occupancy and food costs into clear financial insights that impact your bottom line.
You need someone who manages the reporting burden without sacrificing the agility required at the property level. The best candidates understand how to standardize data across multiple assets while navigating complex audit requirements. We look for the financial experience necessary to keep your ownership group confident in the numbers. We ask who checks revenue adjustments against the property ledger before the figures reach the owner.
02
What do we check before you see anyone?
- 01We verify their history reconciling management agreements across portfolios. Ask them to describe the process they use to calculate a complex cash distribution for an owner.
- 02We confirm they have led high-volume, multi-unit month-end closes, specifically evaluating their ability to normalize inconsistent data from different property management systems.
- 03We audit their approach to labor cost control, testing if they can detect anomalies in service staff scheduling before those variances drain your operating profit.
- 04We test their proficiency in monitoring daily revenue audits, checking whether they possess the technical ability to prevent inventory and cash leakage at the unit level.
- 05We probe their experience managing annual audit cycles and lender reporting packages, looking for clear evidence of their ability to maintain data integrity under pressure.
- 06We assess how they relay accounting constraints to non-financial property staff. Ask them to describe a time they explained a budget freeze to an operations manager.
03
Where do we find them?
We target finance professionals currently embedded in multi-unit hospitality operators and mid-sized hotel management firms. These individuals already handle the nuance of decentralized operations and strict owner reporting cycles. They understand the constant tension between operational speed and financial accuracy.
We reach out to passive candidates who possess the specific skill sets needed for your ownership structure. Good people move when they hit a ceiling in their current firm or want to apply their skills in a more transparent, growth-oriented environment where their work directly impacts unit economics.
We investigate the tension between centralized corporate oversight and the decentralized reality of hotel floors. A potential candidate might move if their current role forces them to report figures that do not align with daily service costs or if they lack input on capital expenditure decisions. Ask the candidate to explain their process for identifying unauthorized vendor payments within a decentralized purchasing system. An ideal response focuses on specific audit trails and clear communication protocols with general managers. If the candidate describes waiting for month end to investigate variances, they might not offer the proactive cost management required to stabilize your unit economics.
04
Which hiring mistakes should you watch for?
- 01Hiring based on broad industry titles rather than direct experience managing the specific reporting cadences and management agreements that define your unique operating structure.
- 02Assuming a corporate accountant from a different hospitality segment can bridge the gap to hands-on property-level oversight without significant friction or lost productivity.
- 03Focusing on resume tenure while ignoring the candidate's actual impact on internal controls or their success in building rapport with skeptical General Managers.
05
The search in three steps
- 01We build a candidate profile based on your current operational bottlenecks, reporting gaps and the specific mix of systems your team currently relies on for data.
- 02We perform personalized, discreet outreach to qualified professionals at targeted peer organizations, explaining the specific work and challenges inherent in your business.
- 03We qualify each prospect through rigorous conversations regarding their technical approach and decision-making style before presenting a shortlist for your review.
06
Which related hiring decisions are worth comparing?
In this family
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OpenVP Finance
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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 Controller 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 should we anticipate the search to last?
We do not offer timeline promises because speed depends on the complexity of your specific requirements. We focus on consistent quality by approaching the market methodically and keeping you informed throughout.
What specific work tasks do you test to confirm a candidate meets our reporting requirements?
We focus on the actual work tasks, such as how they manage property-level labor variances or reconcile management agreements. We verify their ability to handle your specific reporting needs before introducing them to you.
How do you manage candidates who face counteroffers from their existing employer?
We prepare candidates for counteroffers early. We ask them to identify their professional goals for moving beyond salary increases to confirm their intent.
How do you protect our identity during the candidate search?
We manage the entire outreach process under your direction, only sharing your identity with candidates once we have confirmed their interest and alignment. We maintain discretion to protect your current team and strategy.
What is the financial commitment for this search?
You avoid financial commitment while we source candidates for your hotel property. Payment occurs only if you decide a candidate we introduce meets your operational requirements and is hired.
What is the fee for a Controller search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing 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 Controller 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.