Specialty Contractors Finance Recruiting

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.

Start a Search Work out what the vacancy costs you

01

What does this hire really come down to?

Specialty contracting finance requires a firm grasp of WIP management, retainage tracking, and the daily tension between field progress and billing accuracy. A leader who fails to reconcile these elements causes immediate risk to your cash position. You need someone who views financial data as an operational tool rather than a static reporting requirement, allowing the business to anticipate cash shortfalls before they become critical.

Success depends on the ability to bridge the gap between back-office accounting and field supervisors. The ideal hire knows how to hold project managers accountable for cost-to-complete estimates without eroding the relationship required for accurate data collection. When this interaction works, finance becomes an extension of project management, flagging overbillings and cost overruns early enough to adjust course during the job lifecycle.

We focus on professionals who have operated within similar margin pressures and project constraints. They must demonstrate their process for managing surety reporting and billing cycles. We target those who have managed these technical components in environments like yours to deliver a leader ready to manage the financial lifecycle of your current projects.

01We verify their history in managing WIP schedules, specifically looking for how they handled projects that missed cost estimates or faced extended retainage periods during their tenure.
02We audit their technical comfort with your ERP or job-costing software to verify they can manage the reporting cadence without foundational training. Ask them to map the steps they take to move a project cost from the field report to the general ledger.
03We test their ability to explain complex project-level variances to non-financial stakeholders, confirming they can translate technical accounting language into operational insights that drive better project decisions.
04We assess their experience with surety bond requirements and lender reporting to verify they understand the documentation necessary to maintain bonding capacity. Ask them to explain the specific documents they prepared for their last surety renewal.
05We investigate their approach to cash management within the constraints of milestone billing and trade payables to confirm they protect your balance sheet during lean months.
06We confirm their experience in building or refining accounting teams that support multiple job sites simultaneously, looking for evidence of process improvement in high-volume, project-based environments.

02

Where do we find them?

We source candidates from organizations that mirror your contract structures, revenue volatility, and field-to-office communication models. We look at professionals currently performing these functions in firms with similar project durations and labor requirements, as they already understand the inherent risks of your contracting subsector.

High-performing financial leaders move when their current role limits their ability to influence operational decisions or when they outgrow the systems of their previous firm. We reach out directly to these passive, experienced individuals to discuss how your specific project demands and growth objectives provide a more engaging challenge for their skill set.

01Ignoring the disparity between different contracting models, assuming an accountant from a low-risk industry can immediately grasp the complexities of project-based retainage and cost reporting.
02Prioritizing a generic resume title over verified experience with specific software, surety reporting requirements, or the direct oversight of complex job-costing and billing cycles.
03Neglecting the candidate's ability to communicate with field operations, which leads to hiring a technician who remains detached from the actual project performance and data accuracy.

03

The search in three steps

We calibrate the search by analyzing your specific operating model, then map active performers in peer firms for direct, high-intent outreach.

We qualify each candidate through rigorous, finance-only vetting that tests their technical command of your unique accounting challenges and decision-making history.

We manage the interview process to verify candidates align with your reporting needs. We deliver a shortlist of professionals who provide detailed examples of how they executed these specific financial tasks in previous roles.

01How do you handle availability and shortlisting?
02Can you interview candidates before I see a timeline?
03What if a candidate receives a counteroffer?
04Is the process kept confidential?
05How does the fee structure work?

04

Which related hiring decisions are worth comparing?

In this family

Related positions we recruit

How your Construction CFO 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.

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Questions people ask

How do you handle availability and shortlisting?

We maintain an active network of professionals to provide a qualified shortlist within a timeline determined by search depth. We provide progress updates based on specific milestones rather than arbitrary completion dates.

Can you interview candidates before I see a timeline?

We conduct our own extensive technical vetting, including direct calls, before presenting anyone to you. You will only meet candidates who have been pre-screened against your specific job-costing and project accounting requirements.

What if a candidate receives a counteroffer?

Counteroffers are common. We work with the candidate throughout the process to confirm their motivation for the challenges of your role, minimizing this risk before you make an offer.

Is the process kept confidential?

Confidentiality is fundamental to our direct outreach approach. We approach potential candidates professionally without naming your firm until there is genuine interest and the candidate has been vetted for alignment.

How does the fee structure work?

Contractors pay for recruiting results rather than process. We invoice only after the chosen candidate starts their role under agreed upon terms.

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 Construction CFO job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.

Finance recruiting for specialty contractors.

Send Us Your Open Role

What does this hire really come down to?

Where do we find them?

The search in three steps

Which related hiring decisions are worth comparing?

Related positions we recruit

How does The Six-Step Search work?

Search Calibration

Market Mapping

Professional Contact Intelligence

Persistent Personalized Outreach