Role and industry
Accounts Payable Specialist Recruiters for Construction contractors (GCs, CMs, subcontractors)
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Handle subcontractor payments and lien waivers to keep project schedules on track.
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
01
What does this hire really come down to?
Who verifies lien waivers before releasing subcontractor payments? You need someone who tracks missing lien waivers to avoid payment delays. Incorrect coding causes errors in Work in Progress schedules.
Your new hire handles the work of lien waivers and insurance compliance. They confirm every subcontractor payment has a matching conditional or unconditional lien waiver before the check is released. Accuracy here protects your bonding capacity and keeps job costs predictable.
We ask candidates these questions: How do you handle a subcontractor who submits a pay app without the required COI or lien waiver? Can you explain the specific steps you take to reconcile a statement against your ERP records? What is your process for catching duplicate invoices before they reach the payment run stage?
Ask them to explain how they verify lien waivers against project progress to prevent incorrect payments.
02
What do we check before you see anyone?
We start with a scope conversation regarding your current project volume and the complexity of your vendor payment approval chains. We ask candidates for concrete evidence of how they manage payment applications against specific job phase codes. You must decide whether you need an operator who follows exact protocols to the letter or one who identifies and flags inconsistent subcontractor billing patterns. We look for a clear answer on whether the specialist prefers to hold payment until documentation arrives or process it based on verbal promises from project managers. Choosing between these priorities defines the speed of your payments and the risk level of your lien exposure.
You must define the boundary between data entry tasks and project accounting responsibilities during the vetting phase. A critical distinction exists between an accounts payable clerk who processes invoices as they arrive and an specialist who manages the intersection of vendor billings and contract terms. We ask whether the candidate prioritizes clearing a queue of invoices by date of receipt or by project stage. This is a vital distinction because clearing invoices based solely on arrival dates ignores the underlying status of subcontractor agreements and specific site progress. You should expect an answer about how they handle vendors who bypass standard submittal procedures to demand immediate release of funds. We look for candidates who demonstrate a clear methodology for sorting incoming requests by job priority rather than just logging figures as they appear in the inbox. You have to decide if your operations require a gatekeeper who forces adherence to your internal procurement workflow or a reconciler who cleans up financial data after the project manager provides retroactive approval. Identifying whether they view their role as a neutral processor of incoming records or a proactive controller of project spend determines the overall security of your monthly cash flow and payment cycle.
- 01Experience with construction-specific ERP systems like Sage 300 CRE, Viewpoint Vista, or Foundation is verified first.
- 02We verify they can distinguish between conditional and unconditional lien waivers.
- 03We test their knowledge of retainage tracking and how to handle pay applications against a budget.
- 04We verify their history with COI tracking to prevent working with uninsured subcontractors.
- 05We confirm their ability to manage complex billing codes to support accurate job cost reporting.
- 06We evaluate how their AP entries feed into the broader WIP schedule process.
03
Where do we find them?
We look for candidates currently in mid-to-large subcontractors or general contracting firms. These people are ready to move if their current firm limits their autonomy in lien waiver management or if their current ERP system lacks automation features. We also look for specialists in firms where they have outgrown the manual processes and seek to utilize advanced tools like Procore or Textura.
04
Which hiring mistakes should you watch for?
- 01Hiring someone from general corporate AP who does not understand the unique requirements of construction pay apps.
- 02Focusing only on speed of invoice entry while ignoring the legal necessity of document compliance and lien waivers.
- 03Overlooking the software proficiency required for job-specific coding which is critical for accurate project accounting.
05
The search in three steps
- 01We identify active construction AP specialists using the specific ERP systems mentioned in your requirements.
- 02We conduct a direct screening to verify their handling of lien waivers, retainage, and subcontractor compliance.
- 03We present only the qualified candidates for your review; we charge a fee only if you hire one of them.
06
Which related hiring decisions are worth comparing?
How your Accounts Payable Specialist 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 do you define the decision rights of this role compared to a project manager?
The AP Specialist verifies compliance and coding accuracy while the project manager approves the actual work completion and budget impact. The specialist enforces the rules, but the project manager holds the authority to clear payments for field activity.
Do I pay for your recruitment efforts before you find a specialist for lien claims?
No upfront fee. You pay only if you hire.
How do you handle remote candidates for this position?
Remote candidates must show proficiency in the exact software stack you use, such as Sage 300 CRE or Viewpoint. We prioritize candidates who have successfully managed document workflows in a decentralized or remote construction environment.
Do you provide temporary or contract placement for peak season?
We offer contract, temp-to-perm, and seasonal placements for busy periods. We agree on the specific terms for these engagements per project, and we do not provide employment or insurance for these individuals.
What is the fee for a Accounts Payable Specialist search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
How soon will I see a Accounts Payable Specialist 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 Accounts Payable Specialist hire?
We ask every Accounts Payable Specialist 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 Accounts Payable Specialist job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
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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.
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