Industry
Finance recruiting for restaurant groups.
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: A restaurant group controller must translate unit level operational chaos into precise financial reporting that informs actual store performance.
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 restaurant group depends on a controller who treats every location as a distinct profit center rather than a simple line item. Most finance professionals struggle here because they lack the discipline to reconcile high-volume point of sale data against daily bank deposits. You need someone who spots variances in food costs and labor hours before the end of the month.
The role requires bridging the gap between back-office accounting and the messy reality of site-level management. A strong hire communicates why the numbers moved without hiding behind corporate jargon. They must understand the difference between controllable costs and site-level overhead to support your general managers effectively. If they cannot explain a prime cost spike to an operator, they are not the right fit.
We source individuals who handle franchise fee calculations alongside complex corporate ownership structures. We ask candidates how they reconcile a specific franchise agreement with internal corporate ledger requirements. When the finance function falls behind transaction volume, your growth stops. We identify candidates who reconcile transaction logs to verified bank deposits.
02
What do we check before you see anyone?
- 01We verify their process for reconciling daily cash deposits against point of sale logs to identify discrepancies. Ask how they reconcile a shift where the cash register total and the point of sale report show different totals.
- 02We probe their specific history with prime cost management, requiring them to demonstrate how they tracked food waste and labor efficiency variances across more than a single location.
- 03We examine their experience managing lease accounting and capital expenditures, specifically looking for those who can distinguish between property-specific health and the consolidated performance of your entity.
- 04We test their communication style to see if they can explain complex accounting outcomes to non-financial operators in a way that drives immediate change at the unit level.
- 05We confirm their experience with your ERP and inventory software to verify they can manage the audit trail without additional system training. Ask them to explain the steps they take to track an inventory variance in your specific software.
- 06We investigate how they have handled past audit cycles, focusing on their preparedness for lender requirements and their ability to produce clean, defensible financials under pressure.
03
Where do we find them?
We target candidates currently embedded in multi-unit hospitality groups where the pace of transactional volume is relentless. We focus on controllers working in private or private equity backed environments where ownership requires strict, frequent reporting on unit economics. These professionals are usually well-established but move when they hit a ceiling in their current firm's ability to scale or their technology stack becomes too restrictive.
Top candidates move roles to influence operational strategy by changing how the books are closed. They seek groups that prioritize internal control and data integrity over manual spreadsheets. We contact those who have managed high-volume environments and ask how they redesigned a manual reporting process to include automated internal controls.
04
Which hiring mistakes should you watch for?
- 01Hiring candidates from slow, static corporate environments who cannot handle the high-velocity, transactional nature of daily restaurant reconciliations.
- 02Prioritizing general ledger skills over the ability to engage with non-financial site managers about labor and food variance.
- 03Neglecting to assess how a candidate handles complex multi-entity structures, such as mixed franchise and company-owned portfolios.
05
The search in three steps
- 01We build a targeted search profile based on your current operating model, reporting requirements and the specific complexity of your ownership structure.
- 02We conduct direct outreach to vetted finance professionals in comparable multi-unit sectors, identifying those who have successfully managed similar growth challenges and control environments.
- 03We qualify candidates through technical questioning before you interview them. We ask each person to describe their exact process for resolving a specific reporting or internal control gap you currently face.
06
Which related hiring decisions are worth comparing?
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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
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- VP of Accounting
- Director of Accounting
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- Accounting Supervisor
- General Ledger Manager
- Consolidations Manager
- Senior Accountant
- Staff Accountant (experienced)
- General Ledger Accountant
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- 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
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- Senior Financial Systems Analyst
- Senior Bookkeeper
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- Remote Staff Accountant
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- 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 quickly can you provide a shortlist?
We do not promise arbitrary timelines because we prioritize accuracy and fit over speed. Our search begins immediately, and you will see qualified candidates as we verify their experience against your specific needs.
How do you evaluate candidates beyond their resume?
We use probing questions about your actual operational challenges, such as handling labor cost spikes or franchise reporting. We assess whether their prior success translates to your specific unit economics and management style.
Can you find someone if my group is currently facing a difficult season?
Yes, we focus on identifying candidates who have successfully navigated high-pressure periods or operational turnarounds. We look for individuals who maintain rigor when the business is at its busiest.
How do you manage confidentiality during the search?
We manage all initial outreach with strict discretion. We only disclose your company details to candidates who have been pre-qualified and demonstrate the appropriate level of professional maturity.
What are your fee terms?
Avoid financial risk by paying only after selecting a restaurant leader. We define terms in writing before beginning any work on your behalf.
What about counteroffers on a Controller hire?
We ask every Controller 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 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.