Finance role
Accounting Manager Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire an accounting manager who owns the general ledger, executes the month-end close, and trains staff to document their work.
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.
- GL Manager
- Senior Accounting Manager
- Accounting Supervisor
- 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
01
What does this hire really come down to?
You need a manager who finishes the trial balance without repeating manual adjustments every month. Ask them to describe how they find a missing reconciliation break or how they investigate an unexplained variance in an accrual account. They must identify whether an entry stems from a system mapping error or a lack of understanding by the staff who posted it.
A manager must translate accounting rules into actionable tasks for their team. Ask them how they provide feedback when a staff accountant posts a recurring entry incorrectly. If a close cycle consistently stalls, ask the candidate to explain their process for prioritizing the workload of the team to hit the internal reporting deadline.
The manager must configure your ERP to reduce data entry and manual spreadsheet work. Ask them to name a specific report or module they set up to automate a monthly reconciliation. They should describe the internal controls they implemented to prove that journal entries require approval before posting.
02
What do we check before you see anyone?
- 01Ask them to show a consolidated financial statement they prepared from scratch. We verify they handle multi-entity eliminations and currency translations.
- 02We ask for examples of how they coached a staff member who consistently missed audit documentation requirements.
- 03We test for CPA status or deep knowledge of US GAAP regarding revenue recognition and fixed asset depreciation.
- 04We ask how they use an ERP to restrict access and document the audit trail for journal entries.
- 05We confirm they have handled an external audit request list and provided documentation that auditors accepted without further questions.
- 06We ask for a time they found a major ledger error and what specific system or process change they made to stop it from happening again.
03
Where do we find them?
We look for senior accountants working at firms with similar transaction volumes or multi-entity structures. These individuals often change jobs when their current employer refuses to update outdated software or when a lack of departmental structure forces them to repeat the same manual corrections every month.
We reach out to people who handle specific audit schedules or closing tasks. We ask if they possess the authority to change the current workflow. Candidates move when they seek a role where they define the reconciliation process rather than following a broken one.
To determine if your firm can provide the change they seek, we ask candidates: If you found a recurring error in an accrual account, how would you document the remediation steps to prevent a repeat audit finding? A strong candidate explains the exact system mapping or approval workflow they would build to replace the current error-prone method. We ask: What specific documentation do you require from your team before you sign off on a journal entry? If their answer involves checking every individual line item rather than building an approval system that flags variances automatically, they may not offer the shift toward process efficiency you require. We look for individuals who express a desire to build automated internal controls because their current employers mandate rigid, manual audit documentation that prohibits any meaningful workflow improvement or system optimization.
04
Which hiring mistakes should you watch for?
- 01Hiring a manager who creates spreadsheets for every reconciliation instead of forcing the team to use the existing ERP software modules.
- 02Prioritizing someone who talks about high-level strategy but cannot explain how they trace a specific entry back to the original source document.
- 03Hiring someone who fails to document why they made an adjustment, which creates massive rework during the annual audit process.
05
The search in three steps
- 01We catalog your current bottlenecks, such as a late close or audit findings, to define the exact technical work the new hire must perform.
- 02We contact employed accounting managers in your industry to discuss the specific ledger tasks they handle daily.
- 03We verify their history of managing staff errors and audit documentation standards during our screening calls.
In this family
Construction contractors (GCs, CMs, subcontractors)
OpenReal estate developers, owners, REITs and homebuilders
OpenHealthcare providers (hospitals, physician groups, ASCs, senior living, behavioral)
OpenManufacturing and distribution
OpenTechnology and SaaS
OpenPrivate equity backed portfolio companies
OpenFintech and payments
OpenNonprofits and foundations
OpenGovernment contractors
OpenHospitality, restaurants and multi-unit franchise
OpenPublic companies and IPO-bound companies
OpenProfessional services firms (law, architecture/engineering, consulting)
OpenControllership, Corporate and Cost Accounting
Open
How your Accounting Manager 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 soon can we expect to review profiles for this manager role?
We search our active networks to find candidates matching your requirements. We send you the first profiles once we confirm they have the specific ledger experience you need.
Do you approach our direct competitors to find talent?
We research the market to identify the best candidates. We check all current employment agreements and company policies before making any contact.
Do you provide a guarantee or replacement if the hire does not work out?
We replace any candidate who leaves or is terminated within the agreed-upon period. Our contract clearly outlines the terms for this replacement service.
Can you assist if our needs pivot from permanent to contract help?
We can shift our search strategy to find interim help if your project needs change. We discuss the availability and the hourly or project rates at that time.
How do you bill for the services provided?
We only charge a fee if you hire a candidate we introduce. The terms and payment schedule are documented in our signed service agreement.
What is the fee for a Accounting Manager search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
What about counteroffers on a Accounting Manager hire?
We ask every Accounting Manager 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 Accounting Manager 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.
Related reading
- Hiring a Controllership, Corporate and Cost Accounting team
- Positions we recruit in this family
- Credentials and licenses: what they prove
- How long a search takes and why
- Interview questions for Accounting Manager
- Hiring to fix a slow month-end close
- Accounting Manager Recruiters for Construction contractors (GCs, CMs, subcontractors)
- Accounting Manager Recruiters for Real estate developers, owners, REITs and homebuilders
- Accounting Manager Recruiters for Manufacturing and distribution
- Accounting Manager Recruiters for Technology and SaaS
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What does the published pay data show?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports Accounting Manager within a broader occupation. It does not publish separate wages for this exact title, credentials, seniority or industry. Compare the listed SOC duties with your actual role before using this range.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025. Released 2026-05-15. This is not a separately measured salary for this exact title.
Read the full salary guide