Finance role

Accounts Receivable Manager Recruiters

No postings. No stacks of resumes. No chasing. You interview a short list.

Financial Headhunters: Hire a manager who reconciles invoices as a way to maintain cash flow and client relationships.

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.

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Financial Headhunters Salary Guide

  • AR Manager
  • Order-to-Cash Manager
  • Billing and Collections Manager

01

What does this hire really come down to?

Your next manager must move beyond simple spreadsheet maintenance to manage credit risks actively. Many current managers react to late payments, which creates tension with sales teams and slows down cash collection. You need a leader who creates specific paths for resolving billing disputes so that errors do not remain hidden in communication gaps.

True ownership requires deep work inside the ERP settings that manage billing terms and limits. A capable manager audits invoice cycles to identify why specific customer groups delay payments. By enforcing standard data entry and reconciliations, this hire turns accounts receivable from a manual burden into a tool for cash visibility.

You must evaluate if this person can balance strict collection goals with the need to keep long-term commercial relationships intact. The right hire reports aging metrics to leadership without hiding ledger issues. They should show how their work reduced day sales outstanding while protecting the team during month-end closes.

Look for people who managed the cycle from initial customer setup to final payment application. Ask them what specific data points they used to set credit limits for new accounts. This shows they manage risk from the start of the customer lifecycle.

In interviews, ask how they handle a customer who consistently pays invoices in part. A clear answer identifies the root cause, such as specific disputed line items or incorrect pricing in the ERP, and shows a plan to fix the reconciliation gap. They must name the reports they use to track these issues and keep clear documentation for audit purposes.

Ask about their experience setting up automated dunning workflows. They should name the software tools used and describe how they adjusted triggers as customer behavior shifted. This shows they build systems that scale, reducing manual work and increasing time for complex dispute resolution.

Finally, judge how they work with your sales team. A strong manager shows how they meet with sales leads to review aging reports and credit limits to support revenue targets while protecting company cash flow.

02

Where do we find them?

We source from accounting departments in mid-market manufacturing, logistics, and wholesale firms where payment risk is high. We look for people who balance high-volume billing with strict internal controls, often in companies where treasury and operations teams must align.

People look for new jobs when their current role prevents them from changing ledger processes or when they are stuck in repetitive manual work. We target those who have already built new systems and want a role where their credit strategy will deliver results in a new environment.

  • 01Ignoring the difference between high-volume consumer billing and complex B2B credit leads to hiring someone who does not understand your relationship management needs.
  • 02Hiring based on job titles instead of functional work often leads to candidates who managed people but never personally rebuilt broken collection workflows.
  • 03Neglecting the requirement for deep ERP work leads to candidates who cannot troubleshoot unapplied cash or configure automated invoicing rules.

03

The search in three steps

We audit your current billing pain points and software setup to define the technical requirements for the role.

Our recruiters speak directly with accounting leaders currently working in your industry to gauge their interest and confirm their relevant technical experience.

We present only those candidates who show a clear grasp of your specific credit risks and a history of making processes more efficient.

Audit your current receivables pain points and software environment to define the requirements for this hire. Conduct confidential outreach to accounting leaders in your industry to gauge interest and confirm technical experience. Present candidates who demonstrate a clear grasp of your specific credit risks and a track record of process improvement.

How your Accounts Receivable Manager search runs

How does The Six-Step Search work?

One sequence, from a well-defined seat to a shortlist you can judge.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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.

  6. 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.

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Questions people ask

What is your typical turnaround time for providing a shortlist of qualified managers?

We do not provide arbitrary timelines. We stick to a consistent search cadence, moving as quickly as the market allows to find candidates who meet your exact requirements.

How do you assess if a candidate has the technical problem-solving skills we need for our collections?

We focus interviews on how candidates solve real-world problems like unapplied cash or complex disputes. We assess their communication style to see if they can bridge the gap between sales and finance effectively.

What is your process for managing a candidate who is presented with a counteroffer?

We maintain regular contact with candidates throughout the search to identify potential counteroffer risks early. If a move is triggered by growth, the candidate usually remains firm in their decision.

Can you protect our identity during the outreach process? We conduct all initial candidate contact without disclosing your firm's name, revealing it only after the candidate confirms their interest and credentials.

Yes, we handle every outreach with the requested level of discretion. We set communication parameters with you at the start to protect your company identity until the candidate is ready for an introduction.

What is your fee structure for this management-level search?

Appoint an accounts receivable manager with zero initial cost. Payment is due only when you hire a candidate introduced through our search process.

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 Receivable 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.

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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.

Send Us Your Open Role

No upfront fee. You pay only if you hire.

Who do you need?

Looking for a job? Join our talent network.

The role
How soon do you need them?
Where should we reach you?

By sending, you agree that Financial Headhunters may store these details and contact you about this search. See the privacy page.

Not ready to start a search?

Get a practical read on the talent market or the job description. No fee or obligation.

What does the published pay data show?

$69,500 national annual median. SOC 43-1011: First-Line Supervisors of Office and Administrative Support Workers.

BLS reports Accounts Receivable 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.

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