Role family
Accounts Receivable, Billing, Credit and Collections Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: We find the specific finance staff who resolve your persistent DSO or billing backlog issues without wasting your time on generic resumes.
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
Accounts Receivable Specialist (including cash application)
Cash Application Specialist
Billing Specialist
Construction Billing Specialist (AIA progress billing)
Collections Specialist (commercial and consumer)
Trade Credit Analyst (B2B, non-bank)
Deductions and Chargeback Analyst
Medical Billing Specialist
Payment Poster
Insurance Follow-Up (Healthcare AR) Specialist
Senior Accounts Receivable Specialist
Accounts Receivable Team Lead
01
What does this hire really come down to?
You require a person to sign into your ERP today and diagnose why specific client invoices remain unpaid. A useful specialist identifies if the issue is a missing purchase order or an incorrect tax line item and fixes the data entry mistake. This person acts as your filter to confirm that every invoice sent matches the agreed contract terms and every collected dollar hits your ledger accurately.
Candidates worth interviewing track their own outstanding files and flag disputes before they turn into bad debt. You want an operator who monitors the aging report and documents every follow-up call in the system. They should describe how they manage sub-ledgers and reconciliations during end-of-month closes without needing a manager to point out missing line items.
We identify professionals who enjoy the repetitive process of clearing credit holds and updating client master files. These workers move jobs when their current employer relies on paper records or manual spreadsheets that create constant data errors. They seek a setting where their ability to verify contract compliance and resolve billing disputes produces a measurable reduction in your days sales outstanding.
02
What do we check before you see anyone?
- 01We verify they have used your specific ERP software to enter invoices and apply cash so they can perform these tasks on their first day.
- 02We confirm they have reconciled AIA payment applications or insurance claim forms to prevent the payment delays that occur when paperwork does not match the claim.
- 03We ask how they adjust their collection process to stay compliant with FDCPA or Reg F and how they document lien filings when a client stops responding.
- 04We ask them to describe a time a client refused to pay for a specific service and detail the steps they took to locate the original contract and win the dispute.
- 05We ask why they are leaving their current company and verify the exit is based on a need for a more structured billing process rather than a conflict with their manager.
- 06We check if they can present a standard aging report to leadership and explain why a specific account is past due instead of just processing payments in the background.
03
Where do we find them?
We contact individuals working in finance operations at manufacturing or healthcare firms. These professionals do not search on job boards because they spend their day resolving billing errors and chasing down unpaid invoices. We find them by identifying who is currently managing credit limits and ledger hygiene in companies with high invoice volume.
We talk to people who have outgrown their current role. They move because their employer uses outdated systems that require excessive manual data entry or because the scope of their work has been reduced by redundant management layers.
04
Which hiring mistakes should you watch for?
- 01Hiring someone based on their job title without confirming they have personally managed the volume of invoices or the complexity of billing you handle today.
- 02Assuming a manager or supervisor has the hands-on experience to fix your specific system errors or clear out an old, broken ledger in real time.
- 03Delaying the hiring process until your backlog is unmanageable, which forces you to hire someone who lacks the specific system knowledge required to fix your files.
05
The search in three steps
- 01We isolate your biggest hurdle, such as high DSO or system-level errors, to identify only those who have fixed that specific problem for a past employer.
- 02We call professionals currently employed in similar roles and ask them how they troubleshoot ledgers to verify they have the skills you need before you talk to them.
- 03We schedule short interviews focused on your daily tasks to confirm that the person you speak with can handle your volume and technical setup.
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 quickly can we expect a shortlist of viable candidates?
We start our outreach immediately after we define the specific technical tasks your team needs help with. We prioritize the quality of the candidate work history over the speed of the delivery to reduce your hiring risk.
What specific questions should I ask to test their practical billing and collection skills?
Ask them to describe how they handled a specific client dispute that resulted in a partial payment. This answer shows if they can interpret a contract and negotiate a resolution without escalating to a supervisor.
How do you help us retain a top candidate who is being pressured by their current employer to stay?
We talk to candidates about their reasons for leaving before they accept your offer. This conversation confirms they are prepared to decline a counteroffer and leave their current firm for the long term.
How is your company identity protected during the search? We use a blinded outreach process and share your firm's name only after a candidate passes our initial qualification screening.
We reach out to candidates using only the scope of the job and the operational requirements. We only reveal your identity after the candidate confirms they are interested and we verify they match your criteria.
Under what conditions do we pay a fee for this search?
You do not pay any upfront costs to start the search or review candidates. We only collect a fee after you successfully hire an introduced professional.
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.