Financial Headhunters
Start a finance search
Tell Financial Headhunters what this person needs to own. Start with the role and location; add the job description or context in the same form if you have it.
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.
- 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
What is enough to start?
Use the role picker, then tell us the title and location. Add your contact details so we can discuss the opening. Phone is optional. The job description and additional context are optional too; you do not need to finish a specification before asking us to talk.
In the optional details, tell us who the person reports to, what they must own and why the seat is open. For a controller, that could mean close ownership or lender reporting. For a commercial lender, it could mean the borrower mix and credit support. We will work through the rest with you.
How will we use the role brief?
Ivan or a senior team member reviews the role. The next conversation establishes reporting demands, systems, team support, authority and the practical conditions of a move. We use that scope to guide market research and direct candidate conversations.
You get recruiter context about relevant ownership, motivation and questions to explore, not a claim that a resume alone proves fit. We remain involved as interview feedback develops and through the offer decision.
What if the job description is not final?
If the brief is out of date, tell us what has changed. A job description can describe the department rather than the seat. Add a note about the decisions this person will make, where they need support and which responsibilities belong elsewhere. We can discuss the gaps with you instead of treating every line as a fixed requirement.
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.
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.
Questions people ask
Is there a cost to submit?
No upfront fee. You pay only if you hire.
Is there a 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.
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 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.