Industry
Public companies and IPO-bound companies Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Eliminate reporting delays and audit friction by hiring controllers and accountants who already function under SEC and SOX mandates.
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 an operator who treats the quarter-end closing cycle as a routine cadence rather than a crisis. Public entities move fast, and the wrong hire stalls your filing process or triggers audit adjustments. We look for individuals who have personally owned the Workiva process and defended their accounting memos to external auditors.
Technical accuracy in GAAP and SEC filings is the baseline, but operational maturity determines success. You require a hire who understands the gravity of SOX 404 controls and knows how to build them into workflows without creating excessive bureaucracy. They must be prepared to interact with the audit committee from day one, providing clarity instead of excuses.
The best candidates are usually already at similar-sized firms, handling the same pressures you face daily. They understand the scrutiny of quarterly deadlines and the necessity of data integrity. When you bring in someone who has walked this path, they do not need a learning curve; they simply need to know your specific system architecture.
02
What do we check before you see anyone?
- 01We verify direct participation in the full SEC reporting cycle, including drafting 10-Q and 10-K footnotes and managing the actual filing process via regulatory software.
- 02We confirm specific hands-on experience with SOX 404 implementation and maintenance, specifically looking for evidence of testing, remediation, and design of internal controls.
- 03We evaluate technical accounting depth, specifically their track record with ASC 606 revenue recognition, stock-based compensation, and complex lease accounting standards in practice.
- 04We test their proficiency with enterprise-grade ERPs and EPM tools, requiring them to explain how they utilize these systems to reconcile multi-entity, multi-currency financial data.
- 05We test how they present financial data during audit committee meetings. Ask them to describe a specific time they explained a variance to a board member and what specific documentation they provided.
- 06We confirm their history of managing external audit relationships, looking for clear examples of how they resolved disagreements and met aggressive filing deadlines during audits.
03
Where do we find them?
We target staff at public companies and firms in IPO registration. These candidates operate under reporting deadlines and regulatory oversight. We review their background for building scalable finance teams and ask them to outline their process for drafting a S-1 filing.
These candidates move to apply their skills to specific financial growth or maturity stages. We source professionals who have operated through at least one full public audit cycle. Ask them to detail the specific internal controls they implemented to prepare their last company for the public market.
04
Which hiring mistakes should you watch for?
- 01Hiring candidates who come from environments where they only maintained existing processes instead of building or defending them against external audit scrutiny.
- 02Overvaluing big-firm credentials while ignoring the candidate's actual day-to-day work in closing books or navigating specific accounting standards under tight deadlines.
- 03Assuming that someone with a senior title from a private or smaller firm can instantly adapt to the regulatory pressures and public visibility of your organization.
05
The search in three steps
- 01First, we define the specific technical gap in your team, whether it is IPO readiness, system migration, or augmenting your reporting staff for efficiency.
- 02Second, we conduct targeted outreach to employed finance professionals who have demonstrated success in your specific regulatory environment and reporting cadence.
- 03Third, we verify that candidates provide a detailed account of their prior financial responsibilities. Ask them to explain the specific accounting software or ERP module they configured to automate month-end reconciliations.
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 SEC Reporting
- Director of SEC Reporting
- SEC Reporting Manager
- Senior SEC Reporting Accountant
- Director of Financial Reporting
- Financial Reporting Manager
- Senior Financial Reporting Accountant
- Director of Technical Accounting
- Technical Accounting Manager
- Accounting Policy Manager
- Director of Revenue Accounting
- Revenue Accounting Manager
- Revenue Accountant
- Stock Compensation Accountant
- 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
- VP of Tax
- Tax Director
- Senior Tax Manager
- Tax Manager (corporate)
- Senior Tax Analyst
- Tax Analyst
- 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
- Treasurer
- Assistant Treasurer
- Treasury Director
- Treasury Manager
- Senior Treasury Analyst
- Treasury Analyst
- Cash Manager
- Treasury Operations Manager
- Treasury Risk (FX and Hedging) Manager
- Capital Markets Director
- Treasury Systems (TMS) Manager
- 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
- Deputy CFO
- Financial Analyst I
- Financial Analyst II
- Financial Analyst III
- Lead Financial Analyst
- Senior Technical Accountant
- Senior International Tax Analyst
- Senior Treasury Manager
- Internal Audit Supervisor
- Senior Financial Systems Analyst
- Remote Staff Accountant
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
When will I see a shortlist of candidates?
We provide a realistic timeframe after assessing your requirements and current market movement. We focus on quality rather than speed and do not offer arbitrary deadlines for delivery.
How do you verify a candidate meets our specific technical requirements?
We conduct in-depth interviews that move beyond generic skills to focus on the exact technical tasks required for your reporting cycle. You receive a detailed summary of their relevant work history.
What if my best person is at risk of a counteroffer?
We discuss compensation and motivators throughout the process to build alignment. While we cannot control a counteroffer, we maintain transparency regarding the candidate's core reasons for changing roles.
Can you keep this search strictly confidential?
We execute outreach with strict confidentiality. We review the disclosure plan with you prior to candidate contact. Ask candidates how they maintained anonymity for your firm during previous sensitive executive searches.
How does your agency structure fees for this search?
Protect your capital during the hiring cycle. You only pay a fee if you hire a candidate we present, under terms formalized in a signed recruiting agreement.
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.