Finance role
Billing Manager Recruiters
Financial Headhunters: Will your billing manager proactively trace invoice disputes back to the original agreement or simply pass them to collections?
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
Executive-search discipline at every level, with conversations shaped around the work.
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?
A billing team can send every invoice on schedule and still create a collection problem. An incorrect rate, missing approval or unsupported charge gives the customer a reason to hold payment. You need a manager who can trace the disputed line back to the agreement and decide whether the problem belongs to billing, sales operations or another team.
We ask how revenue becomes an invoice at your company. Recurring subscriptions, project milestones and time-based work need different checks. A manager who has only run a uniform invoice batch may not have dealt with changing project approvals. Which specific billing exceptions have you resolved during your career?
The boundary with accounts receivable matters. Billing owns accurate invoice production and the supporting explanation. An AR manager may own aging, cash application and collection strategy as well. Some employers combine the seats. We clarify whether you need one person to lead both functions or a billing manager who hands clean invoices to a separate collections team.
02
What do we check before you see anyone?
A rate-change conversation tells us who actually owned the process. We ask how the candidate received the approved change, identified the affected charges and checked the next invoice. If the old rate had already reached the customer, who approved the correction? We follow that answer through the credit memo and the handoff to accounting instead of stopping at the system update.
- 01Contract setuphow approved terms became billable items, rates and dates, and who reviewed an exception before release.
- 02Invoice reviewwhat the candidate checked against project records, time entries or approved recurring charges before sending the bill.
- 03Credit memo controlswho authorized the adjustment and how the candidate documented the reason without concealing the original error.
- 04Exception queueshow missing support and disputed charges were assigned to owners rather than left for the next billing cycle.
- 05Team supervisionhow the manager reviewed staff work, coached recurring errors and handled a question that required another department's decision.
- 06Accounting handoffshow invoice corrections reached the ledger and when revenue-accounting questions were referred to the person who owned that conclusion.
03
Where do we find them?
Billing supervisors in services companies can be relevant when they have handled changing agreements and customer-facing explanations. Shared services billing leads may fit a more standardized operation. We ask what they could approve themselves, what they escalated and how much of their previous job was supervision rather than processing their own invoices.
Someone may move because they want responsibility for improving a process instead of clearing the same exception queue indefinitely. That only fits if your role offers the authority and departmental access to make changes. We explain your reporting line, team responsibilities and outstanding billing problems before asking the person to consider a conversation.
04
Which hiring mistakes should you watch for?
- 01Treating billing and collections as identical work, then discovering that neither team has clear ownership of a disputed charge.
- 02Hiring a processor into a management seat without checking how they review other people's invoices and resolve escalated questions.
- 03Describing every billing error as a system problem when the actual issue is an unapproved change or missing source record.
05
The search in three steps
- 01Map your billing flow and approval boundaries. We separate invoice production, accounting conclusions and collection responsibilities.
- 02Contact people managing comparable billing work and qualify the exceptions, supervision and system decisions they have owned.
- 03Bring you a focused shortlist with the relevant evidence, then support interview questions, offer discussions and unresolved fit concerns.
How your Billing Manager search runs
How does The Six-Step Search work?
Research, direct conversations and professional judgment, with follow-through through the offer.
Search Calibration
We establish what this person must own: reporting demands, systems responsibilities, team, decision authority and first-year needs. We ask what would make an otherwise good candidate wrong for this job.
You get: An agreed search brief and a clear basis for judging fit.
Market Mapping
We research relevant operating environments, not just matching titles. An owner-led business, a portfolio company and a regulated lender can need different experience from someone with the same job title.
You get: A reasoned research direction, with scope differences made explicit.
Professional Contact Intelligence
We research professional ways to contact the people identified. Finding a name is a starting point; it does not establish availability, interest or fit.
You get: A route to a professional conversation, not simply a candidate list.
Persistent Personalized Outreach
We contact people directly about the actual work and follow through on the conversation. We explain the remit and discuss whether a move could make sense. Not everyone will answer or want to move.
You get: A candid view of interest, objections and the tradeoffs in your opportunity.
Live Candidate Qualification
We discuss what each person actually owned, the complexity involved, their reasons for considering a move, compensation expectations and practical constraints. The questions fit the assignment, from a staff accounting seat to CFO.
You get: A candidate account of relevant ownership, with gaps left visible.
Candidate Intelligence and Process Support
Written recruiter context explains relevant experience, strengths and remaining questions. After introduction, we gather feedback, resolve questions, discuss changed requirements and support interviews and offer decisions. You retain the hiring decision and technical assessment.
You get: Continuity through the offer, rather than a handoff that ends at an introduction.
Questions people ask
Do we need a billing manager or an AR manager?
Start with the problem you need the hire to own. Invoice accuracy and production point toward billing leadership. Aging, cash application and collection strategy point toward AR leadership, although your company may combine them.
How quickly can you show us candidates?
We need to understand the billing model and work arrangement before judging the available pool. A broad title does not tell us whether the seat requires project approvals, recurring billing or a combined billing and collection function.
What if the candidate gets a counteroffer?
We discuss the reason for considering your role early. A competing offer may change the pay discussion, but it does not necessarily resolve limited authority, unclear responsibilities or a process the person cannot improve.
Does experience in our billing system matter?
It can, especially when the manager will own configuration or exception reporting. We ask what the candidate actually changed and reviewed in that system, then distinguish transferable billing judgment from a product name on a resume.
What do we owe before hiring someone?
No upfront fee. You pay only if you hire.
What is the fee for a Billing Manager 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 Billing Manager 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 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 Billing 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.
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.
Not ready to start a search?
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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 Billing 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.
Read the full salary guide