Proposal
Agree the search before asking people to move.
Financial Headhunters can discuss a recruiting proposal for an accounting, finance or financial-services opening. Tell us what the hire will own and who can approve the search. We clarify the work before proposing an approach. Permanent placement on contingency comes first; a defined coverage request needs its own agreed terms.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
No upfront fee. You pay only if you hire.
What happens next
- Ivan or a senior team member will reach out soon.
- We calibrate the search with you.
- You interview a short list.
No upfront fee. You pay only if you hire. Looking for a job instead? Go to the candidate page.
What does a useful proposal start with?
Describe the reason for the hire, not only the job title. A replacement after retirement calls for different conversations from a new seat created by an acquisition. Tell us which responsibility is going uncovered and what an unsuccessful hire would leave unresolved.
Include the location and whether office attendance is essential. Explain who will interview and who approves an offer. A proposal should reflect a decision process your business can actually use, rather than assuming every available stakeholder will join every meeting.
What can we clarify before outreach?
We discuss which requirements are hard limits and which are preferences. An ERP label alone does not explain the work. Someone might have used the system as an end user without owning a conversion or designing a reconciliation. Tell us which of those you need.
We also discuss discretion and candidate contact. If the incumbent still holds the role, your preferred handling of identifying information needs to be agreed before anyone is approached.
How are commercial terms handled?
Terms are set in writing for the proposed engagement. This form does not publish a fee percentage or offer a promised delivery date. For permanent search, no upfront fee is our default and payment depends on a hire as described in the signed agreement.
If the request involves a backlog or busy-season cover, describe the assignment rather than assuming permanent-placement terms apply. We review those requests case by case. A proposal is the place to separate the service scope from assumptions about how the work will be staffed.
Where can you go next?
Which related hiring decisions are worth comparing?
What else should you know before sending this?
Can we request a proposal before the role is finalized?
Yes. Explain the open decisions and who will resolve them. We can discuss the search without pretending that an unsettled reporting line is already agreed.
Will you give a fixed shortlist date?
We do not promise a date without understanding the constraints. The work location and the required experience affect who can realistically consider the move.
What if we are choosing between recruiting models?
Use the comparison page to distinguish a specialist search from staffing support or an outsourced recruiting process. Then tell us which part of hiring you want help with.
Who will respond to the request?
Ivan or a senior team member will reach out soon. Use your work email, and include a phone number only if you want to be contacted that way.