Role and industry
Bookkeeper Recruiters for Construction contractors (GCs, CMs, subcontractors)
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Preventing overpayment to subcontractors by accurately tracking lien waivers and job cost data against project budgets.
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 maps invoices to specific job codes to keep the ledger updated? You need someone who verifies coding before the controller reviews it. Inaccurate coding causes errors in over and under billing calculations. This hire corrects the data entry flow before it reaches the controller.
Expect this person to manage lien waivers and certificate of insurance tracking for every vendor. They must verify subcontractor payments against contract amounts to prevent overpayment. They perform bank reconciliations while chasing missing receipts from field project managers. They must know how to handle change orders in your specific software.
Ask if they have managed WIP schedules or only performed standard GL entry. Ask how they verify that vendor invoices match the purchase orders issued by project managers. Ask them to explain exactly how they handle holdbacks and retainage on an invoice. If they cannot describe the mechanics of overbilling, they will not survive this workload.
When discussing the scope of this role, ask the candidate to walk you through a specific instance where a job cost ledger failed to balance against the project budget. Listen for how they identified the source of the discrepancy between the material invoices and the assigned job codes. If they rely on vague descriptions of teamwork or troubleshooting, press for the exact workflow steps they took to reconcile the WIP schedule. Ask them to describe their method for catching an overbilling error before a payment application is submitted to the owner. You need to know if they perform a manual audit of the purchase orders or if they rely solely on the system output. If they cannot explain how they track retainage across multiple active projects with different contract terms, they lack the operational depth required for this position. Ask how they manage vendor document expiration dates and what triggers their internal alert for withholding payment due to missing insurance certificates. A candidate who asks you about your current reporting frequency or the volume of active project codes is showing a grasp of the actual work. If they only ask about software features, they may be missing the transactional reality of the job.
- 01Standardized job cost reporting accuracy
- 02Subcontractor insurance compliance tracking
- 03Reconciling project-specific billings to actual costs
02
What do we check before you see anyone?
We verify their experience with specific construction ERP systems like Sage 300 CRE, Viewpoint Vista or Foundation. We discard candidates who only know general retail bookkeeping because they lack familiarity with job costing. We check their history with AIA billing forms to confirm they understand the specific documentation required for payment applications. We confirm they have handled lien waiver requirements for subcontractors. We assess if they can read a contract to verify terms against an invoice. We test their ability to distinguish between direct labor costs and overhead allocations.
- 01Software mastery in Sage, Viewpoint or Foundation
- 02AIA billing form familiarity
- 03Job code and phase code data entry
- 04Lien waiver and insurance certificate management
- 05Retainage tracking against contract terms
- 06WIP schedule data accuracy
03
Where do we find them?
We recruit from smaller general contractors where the bookkeeper handles every aspect of the project finances. We look for staff accountants at subcontractors who want more exposure to job-specific accounting. We target those working for medium-sized firms who feel limited by rigid, repetitive tasks. We look for individuals ready to move because their current firm uses outdated manual tracking systems that offer no potential for learning modern construction ERP tools. We seek candidates who thrive on the specific deadline pressure of monthly project draws.
- 01General contractor accounting staff
- 02Subcontractor project finance specialists
- 03Bookkeepers from firms migrating to Procore or modern ERPs
04
Which hiring mistakes should you watch for?
These errors delay your reporting and cause cash flow gaps.
- 01Hiring someone with strong general accounting knowledge but zero job cost experience.
- 02Overlooking the need for software-specific experience in platforms like Sage or Viewpoint.
- 03Assuming a payroll-focused clerk can handle complex project-based billings and retainage.
05
The search in three steps
We manage the full cycle of the search.
- 01We source candidates with specific experience in construction accounting software and AIA billing protocols.
- 02We vet their ability to reconcile job costs against project budgets through structured technical questioning.
- 03We present the qualified candidates for your direct interview and final selection.
06
Which related hiring decisions are worth comparing?
How your Bookkeeper 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
Is a fee required before you find someone to map my job cost invoices?
No upfront fee. You pay only if you hire.
Do you provide a replacement if the hire leaves?
We provide a replacement candidate at no extra cost if an initial placement does not result in a successful hire.
Do I pay before you identify someone to fix my over and under billings?
No upfront fee. You pay only if you hire.
What software platforms are considered standard for this role?
Candidates are expected to have experience with construction-specific ERPs such as Sage 300 CRE, Viewpoint Vista, Spectrum, Foundation, or Procore.
How do you handle contract or temporary staffing needs?
We provide contract and temp-to-perm services upon request. We agree to specific terms for each individual engagement before work commences.
How soon will I see a Bookkeeper 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 Bookkeeper hire?
We ask every Bookkeeper 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 don't you do?
We do not post your Bookkeeper 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?
Get a practical read on the talent market or the job description. No fee or obligation.