Role family
Accounts Payable and Expense Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: You need an accounts payable hire who understands how to manage high invoice volume and vendor compliance without constant oversight.
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.
01
What does this hire really come down to?
Accounts payable is the gatekeeper for cash flow and vendor agreements. Your hire must match invoices against purchase orders and contracts to stop duplicate payments or missed early-pay discounts. We look for individuals who treat every invoice as a unique data set requiring validation before payment.
The gap between a clerk and a specialist defines your payment cycle speed. A specialist finds missing documentation or incorrect tax rates before a payment batch fails. They track the invoice lifecycle and contact project managers or suppliers to clear payment blocks. This requires a focus on systemic accuracy rather than just clearing a queue.
Candidates change jobs when their current department relies on manual spreadsheets instead of your ERP. They want to work where automation handles the repetitive tasks. When they hit a ceiling in their current firm, they look for a role where their data entry accuracy changes the bottom line. We find people who have already managed the specific internal controls your team requires.
02
What do we check before you see anyone?
- 01We verify hands-on experience with specific ERP modules to confirm the candidate can perform three-way matching without a long training period on your internal systems.
- 02We confirm their track record of managing high invoice counts and payment schedules to confirm they can sustain your daily operational pace while maintaining audit compliance.
- 03We assess their understanding of complex vendor documentation requirements such as lien waivers or certificate of insurance tracking for firms operating in construction or project-based industries.
- 04We check their ability to handle 1099 reporting and sales tax compliance to confirm your department avoids unnecessary regulatory risks during tax season or recurring cycle closures.
- 05We interview them on their specific process for resolving discrepancies and backlogs to determine if they possess the problem-solving instincts to work through stalled payment cycles independently.
- 06We confirm their proficiency with modern AP automation tools and bank portals to confirm they are comfortable navigating your digital infrastructure rather than needing manual entry support.
03
Where do we find them?
We target active finance departments and shared services centers by identifying professionals currently managing high-volume workloads. We look for teams where heavy ERP usage is a daily requirement, identifying talent that manages multi-entity or multi-currency payment schedules. We reach out to candidates who are developing their system usage in fast-paced corporate settings.
Our sourcing involves talking to people ready to move because they want to use modern automation software or shift to a new industry. We call working professionals directly to find those who have outgrown their current role. We skip public job boards to talk to people currently performing the core tasks you need.
04
Which hiring mistakes should you watch for?
- 01Prioritizing a generic accounting degree or title over specific system experience often leads to a hire who cannot operate your complex automation tools.
- 02Assuming that volume handling is a universal skill leads to mismatched hires who fail to maintain the documentation standards your audit process demands.
- 03Overlooking the need for proactive communication during the interview stage results in an hire who may be accurate but unable to bridge the gap with vendors.
05
The search in three steps
- 01We hold an initial conversation to define your volume, software stack, and the specific compliance risks that define success in your current business environment.
- 02We conduct direct outreach to vetted professionals who already manage similar workloads, verifying their technical capabilities and their reasons for exploring new opportunities.
- 03We present only candidates who have been tested on your requirements, allowing you to focus your time on assessing cultural fit rather than basic technical feasibility.
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
What is the expected timeframe for receiving a list of qualified AP candidates?
The timeline shifts based on your software needs and the current market. We focus on finding individuals who can start work and produce results on their first day.
How do you confirm a candidate's proficiency with our specific software before we interview them?
We test their specific history with your software and the volume they have managed in prior roles. We confirm their interest in your specific industry challenges before we set up your interview.
What should we do if our ideal candidate is swayed by their current employer?
We discuss their reasons for leaving early in our process to manage their expectations. If they receive a counteroffer, we help you understand their specific motivations for moving so you can decide how to proceed.
Can you maintain anonymity while contacting prospects for this role?
We discuss how to disclose your company identity before we reach out to anyone. We keep your firm name private until the right time for a formal interview.
At what point in the search do we owe a fee?
You pay nothing upfront to start the search. We send an invoice only after you hire a candidate we introduce.
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.
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.