Industry
Public accounting (CPA) firms Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Solve your engagement delivery bottlenecks with CPAs who own the technical work from planning to final sign-off.
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?
You need someone who manages the file, not someone who waits for partner direction on every nuance. A viable hire owns the working papers, identifies technical discrepancies early, and knows when to push back on a client for missing documentation. They possess the mental capacity to juggle multiple entities while keeping junior staff focused on specific testing requirements.
Firm growth relies on delegation. We search for practitioners who have moved beyond individual contributor status. They must prove they can oversee staff output, train associates on firm methodology, and maintain quality control during the most aggressive periods of the filing season. We evaluate their history of independent decision-making rather than their ability to follow a pre-written checklist.
Experienced CPAs leave because they hit a wall regarding partner track transparency or firm infrastructure constraints. They want a change of pace that offers exposure to more complex entity structures or improved technology for tax preparation. We target these individuals who are technically ready for a step up but find themselves trapped in rigid environments without room to influence the final output.
02
What do we check before you see anyone?
- 01We verify their tax or audit workflow experience to confirm they know your software environment. Ask: In your last role, what specific software features did you use to automate the population of workpapers?
- 02We check if they have managed a full client relationship from planning to final delivery or if their experience is restricted to supporting senior managers on isolated segments.
- 03We test their understanding of firm-level risk management by asking how they handle technical disputes with clients or when they escalate issues that threaten filing deadlines or quality.
- 04We confirm their history of supervision by asking for examples of how they correct junior staff mistakes, teach technical concepts, and handle performance feedback during busy filing cycles.
- 05We evaluate their long-term professional goals to match them against your career progression path. Ask: What specific responsibility are you seeking in the next two years that your current firm cannot provide?
- 06We check their CPA license status and good standing to confirm they meet regulatory standards for signing off on client work. Ask: Provide your license number and state so we can confirm current eligibility to perform audit sign-offs.
03
Where do we find them?
We engage professionals at mid-tier and boutique firms who perform complex reconciliations, manage tax elections, and lead audit teams. These individuals often seek firms where they can take on more equity or firm-level responsibility. Ask: What specific tax election did you manage last year that had the largest impact on your client’s bottom line?
We approach candidates who value the firm environment but need different technical challenges. They move because they seek a firm that better handles the surge of client requests or provides better tools for audit documentation. By focusing on firms that share your structure, we reach people who already understand the culture of service and the realities of seasonal client delivery.
04
Which hiring mistakes should you watch for?
- 01Hiring candidates solely because they have a specific title without confirming their actual technical exposure to complex partnership, corporate, or trust tax returns or audit engagements.
- 02Assuming that a candidate who understands accounting in a corporate office can handle the rigor and shifting deadlines of a high-volume public accounting service practice.
- 03Neglecting to assess how a candidate manages junior staff under pressure, which often results in partners having to redo work during the final review phase.
05
The search in three steps
- 01We map the current talent in firms with similar client bases to identify practitioners who are currently delivering the exact technical output your partners need to delegate.
- 02We conduct deep-dive technical interviews to vet the candidate's actual production history, focusing on their capacity to solve issues independently without constant partner supervision or hand-holding.
- 03We present only those candidates who demonstrate the necessary maturity to manage client relationships, handle staff performance, and adhere to strict firm filing requirements immediately.
06
Which related hiring decisions are worth comparing?
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- Tax Director
- Senior Tax Manager
- Tax Manager (corporate)
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- Tax Provision (ASC 740) Manager
- International Tax Manager
- Transfer Pricing Manager
- State and Local Tax (SALT) Manager
- Sales and Use (Indirect) Tax Manager
- Partnership Tax Manager
- Property Tax Manager
- Trusts and Estates (Private Client) Tax Manager
- Director of Finance Systems
- Finance Systems Manager
- Financial Systems Analyst
- NetSuite Administrator
- Sage Intacct Administrator
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- EPM / Planning Systems Manager (Adaptive, Anaplan, OneStream)
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- Finance Data / BI Analyst
- Audit Partner
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- Tax Senior
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- Accounting Advisory Manager
- Risk Advisory (SOX) Manager
- Client Accounting Services (CAS) Manager
- 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
- Tax Preparer (seasonal and year-round)
- Enrolled Agent
- Tax Associate (staff level, including busy season)
- Sales and Use Tax Specialist
- Audit Associate (staff level, including busy season)
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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 you shortlist candidates for a critical role?
We move as fast as the search permits while maintaining quality. We do not provide arbitrary timelines, but we prioritize candidates ready to interview immediately once the scope is clear.
How do you assess if a candidate truly fits our firm culture?
We evaluate their history of managing professional client relationships and their ability to handle firm pressure. We discuss their specific work habits to see if they match your service delivery.
What happens if a candidate is in the middle of a busy season?
We align start dates with your firm’s busy season or audit schedule. We verify current availability to protect your client deliverables. Ask: What is the earliest date you can be onsite for a full work week?
Is this search process handled confidentially?
We maintain strict privacy for your firm and the candidates. We agree on an outreach approach that protects your firm’s identity until we establish mutual interest and alignment.
How does the contingency fee arrangement function?
Keep your hiring costs tied to success. You pay a fee only if you hire a candidate we present. All fee conditions are formalized in a signed agreement before we start.
What about counteroffers on a finance hire?
We ask every finance 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 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.