Role family
Accounting Operations, Credit and Payroll Leadership Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Fix transactional friction by hiring leaders who control technical system workflows and cash movement rather than just watching headcount.
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.
- 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
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.
Every title in this family
Director of Accounting Operations
Finance Shared Services Manager
Accounts Payable Manager
Accounts Payable Supervisor
Procure-to-Pay Manager
Accounts Receivable Manager
Billing Manager
Order-to-Cash Manager
Credit Manager
Director of Credit
Credit and Collections Manager
Payments and Reconciliation Manager (fintech)
Director of Payroll
Payroll Manager
Payroll Supervisor
Revenue Cycle Director (healthcare)
Reimbursement Manager (healthcare)
01
What does this hire really come down to?
Your finance leadership gap shows when reconciliations drag on or when vendor disputes pile up. You need an operator who treats accounts payable, credit, and payroll as technical systems prone to failure. This person maps where automated workflows skip steps and writes new rules to force the data to stay accurate.
Candidates bring working knowledge of your specific accounting software, but they must describe the exact data logic they used to build those reports. They do not just assign tasks; they build the logic to stop human entry errors at the source. This skill distinguishes those who just report on your money from those who force your systems to catch their own mistakes.
You need a person who converts your goals into rigid, written step-by-step procedures. They must possess the standing to reject non-compliant expense reports from other departments or push back on bank requirements. This leader sits between your high-level fiscal targets and the daily work of clearing transactions, keeping data clean enough to support every decision you make.
02
What do we check before you see anyone?
- 01We verify they directly managed the specific ERP modules or automation tools your team uses so they can build technical fixes immediately without external consultants.
- 02Candidates must list the specific steps they took to stop past incidents like vendor payment fraud, uncollectible AR aging, or incorrect multi-state tax withholding.
- 03We look for evidence they audited their own past internal controls and deleted manual steps that caused recurring errors in their accounts payable or credit functions.
- 04We audit their history with team training, specifically asking how they forced staff to use integrated financial tools to finish month-end tasks faster.
- 05We check how they converted a tax law change into a daily procedural rule for their staff to stop compliance drift before an audit occurs.
- 06We ask how they handled disputes with vendors, bank representatives, or department heads to resolve cash flow issues while keeping their internal ledger balanced.
03
Where do we find them?
We recruit from mature organizations that move a higher volume of transactions than your firm. These managers work in distribution or manufacturing environments where missing a single cash application or payroll deadline stops operations. They know the stress of month-end cycles and the rules required to keep audited, multi-entity financial structures accurate.
People move jobs when their current work turns into repetitive maintenance instead of system improvement. We look for those who want to build a new function. They want a role where they can use their technical tools to solve a messy operational problem rather than just keeping a steady status quo.
04
Which hiring mistakes should you watch for?
- 01Hiring based on industry background rather than specific software skill results in a leader who cannot operate the tools your finance department requires to scale.
- 02Evaluating candidates by their resume history instead of their exact experience with your current software suite leads to months of lost time during onboarding.
- 03Assuming a person from a massive, multi-billion-dollar firm will function well in a leaner environment ignores the fact that they lack experience building processes from the ground up.
05
The search in three steps
- 01We start by auditing your current finance environment, looking at system bottlenecks and transactional volume to write a precise candidate profile.
- 02We perform direct outreach to employed people who have already fixed the specific technical system failures you currently face.
- 03We run interview rounds that focus on case studies, asking the candidate to explain their logic for solving a specific finance problem before you consider an offer.
How your 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 long is the search process for a leadership position?
We prioritize accurate fit over simple speed. We usually present relevant, pre-vetted candidates in a few weeks, but this depends on your interview schedule and the technical difficulty of the role.
How do you structure interviews to test for past technical failures?
We bypass personality questions to focus on hard data. We force candidates to recount how they handled system crashes or broken implementations in their previous roles.
How do you confirm a candidate is genuinely ready to leave their current role?
We talk about pay and frustration drivers early in the process. If a current employer makes a counteroffer, we ask the candidate to explain if their reasons for leaving still stand.
How do you manage confidentiality when recruiting for a sensitive leadership seat?
We check the level of privacy you need before we call anyone. We approach prospects without revealing your company name until we confirm they have the right skills and interest.
Are there any costs to initiate the search process?
You pay nothing until you sign a contract with a candidate we present. We bill our fee only after you successfully hire the operations leader.
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.
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.