Financial Headhunters
Interim and fractional finance leaders
Financial Headhunters: We recruit permanent hires. For interim and fractional help, start here.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
Executive-search discipline at every level, with conversations shaped around the work.
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
Prefer to write it out?
Send the full detail.
No upfront fee. You pay only if you hire.
Which one do you need
If the seat is permanent, start a search with us. If you need someone for a few months, a transition or a part-time leader, tell us below and we will point you the right way.
What should you send or read next?
A business can need finance judgment without needing the same person in the office every day. That does not make a fractional executive arrangement the same thing as hiring an accountant. Begin with the decisions that need an owner. Are you asking someone to guide a refinancing, run a close or process a queue of invoices? The answer determines whether you are describing advisory leadership, a permanent seat or a defined piece of cover.
Financial Headhunters starts with permanent contingency recruiting. We can discuss defined contract needs on request, but we do not use a fractional label to suggest that every opening can be covered that way. A controller role with daily approval responsibilities still needs a clear owner. If the business expects that person to manage employees and attend operating reviews, put those responsibilities in the brief rather than hiding them behind a flexible schedule.
A temporary request should state what work is included, who will review it and what ends the assignment. An audit preparation task differs from owning the entire accounting function while someone is on leave. Access to financial records and payment approvals also needs to be discussed before a person starts. We do not make claims here about employing, paying or insuring contract workers. Those responsibilities belong in the agreed arrangement.
If your real need is continuing leadership, compare the permanent finance titles before deciding on the service model. A finance director might own the budget and close without the broader financing responsibilities expected of a CFO. An accounting manager may solve an ownership problem that first looked like an executive gap. Use the role pages to clarify the work, then send a request that describes the decisions your business needs covered.
Which related hiring decisions are worth comparing?
How your search runs
How does The Six-Step Search work?
Research, direct conversations and professional judgment, with follow-through through the offer.
Search Calibration
We establish what this person must own: reporting demands, systems responsibilities, team, decision authority and first-year needs. We ask what would make an otherwise good candidate wrong for this job.
You get: An agreed search brief and a clear basis for judging fit.
Market Mapping
We research relevant operating environments, not just matching titles. An owner-led business, a portfolio company and a regulated lender can need different experience from someone with the same job title.
You get: A reasoned research direction, with scope differences made explicit.
Professional Contact Intelligence
We research professional ways to contact the people identified. Finding a name is a starting point; it does not establish availability, interest or fit.
You get: A route to a professional conversation, not simply a candidate list.
Persistent Personalized Outreach
We contact people directly about the actual work and follow through on the conversation. We explain the remit and discuss whether a move could make sense. Not everyone will answer or want to move.
You get: A candid view of interest, objections and the tradeoffs in your opportunity.
Live Candidate Qualification
We discuss what each person actually owned, the complexity involved, their reasons for considering a move, compensation expectations and practical constraints. The questions fit the assignment, from a staff accounting seat to CFO.
You get: A candidate account of relevant ownership, with gaps left visible.
Candidate Intelligence and Process Support
Written recruiter context explains relevant experience, strengths and remaining questions. After introduction, we gather feedback, resolve questions, discuss changed requirements and support interviews and offer decisions. You retain the hiring decision and technical assessment.
You get: Continuity through the offer, rather than a handoff that ends at an introduction.
Need interim or fractional CFO support?
For transition cover or part-time CFO support, visit our sister firm, Interim Executives. Financial Headhunters focuses on permanent finance, accounting and banking hires.
Questions people ask
What is the main distinction in interim and fractional finance leaders?
A business can need finance judgment without needing the same person in the office every day. That does not make a fractional executive arrangement the same thing as hiring an accountant. Begin with the decisions that need an owner. Are you asking someone to guide a refinancing, run a close or process a queue of invoices? The answer determines whether you are describing advisory leadership, a permanent seat or a defined piece of cover.
What should an employer clarify before acting?
Financial Headhunters starts with permanent contingency recruiting. We can discuss defined contract needs on request, but we do not use a fractional label to suggest that every opening can be covered that way. A controller role with daily approval responsibilities still needs a clear owner. If the business expects that person to manage employees and attend operating reviews, put those responsibilities in the brief rather than hiding them behind a flexible schedule.
What is the fee for a finance search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
How soon will I see a finance shortlist?
It depends on the seat, the location and the pay. We give you an honest read after the calibration call and we do not promise dates we cannot control.
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.