Role and industry
Bookkeeper Recruiters for Professional services firms (law, architecture/engineering, consulting)
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Track billable hours and work in progress so project margins align with client contracts.
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 updates billable hours against client projects? You need someone who flags non-billable time entries. They match invoices against project logs.
They spend their day in your software. They will move data between your accounting platform and project management tools. They must keep the ledger clean so you see clear margins on every client file. Accuracy here directly impacts your partner payouts.
Ask them how they handle billing disputes. Ask how they reconcile accounts when a client disputes a specific line item. Ask for a concrete example of how they corrected a project code mismatch.
Define the scope regarding your billing architecture. We must identify how your firm handles unbilled WIP and its transition to realized revenue. If your partners rely on specific utilization metrics, we must identify the source of that data. Define whether this person acts as a gatekeeper for project codes or simply processes what is provided. Ask the candidate to walk you through their process for adjusting a WIP entry when a project exceeds its budget. Do not accept a generic description. They must explain how they verify the discrepancy, which stakeholders they notify, and how they update the project tracking system. Ask them to describe their method for matching bank deposits to client invoices when payments arrive in lump sums. If they cannot explain the logic of reconciling these accounts without creating a suspense entry, they lack the depth for this role. Look for a candidate who speaks about accounting logic rather than software buttons. This confirms they can maintain clean margins.
02
What do we check before you see anyone?
We verify their experience with project-based billing. We look for familiarity with industry-standard software like Deltek Vantagepoint or Elite 3E. We check their history with month-end closing processes.
We confirm they know how to handle multi-entity or intercompany entries if your firm uses them. We verify they have dealt with high-volume accounts payable. We check that they can manage client expense reimbursements correctly.
We check that their work history covers at least two full fiscal cycles. We ask about their specific role in tracking utilization data. We verify they can pull an aging report from the general ledger.
We verify they can explain the flow of revenue from unbilled WIP to cash receipts. We check their proficiency in Excel including basic pivot tables. We confirm they know how to handle 1099 filings for independent contractors.
We check their understanding of partner draws versus standard payroll. We verify their ability to follow internal approval workflows. We confirm they have worked with accrual-based accounting.
We ask how they prioritize tasks during month-end or quarter-end closes. We confirm they can communicate status updates to busy partners. We verify their reliability with hard deadlines.
Before you review any profiles, we hold a scope conversation to determine if your firm prioritizes cash basis speed or accrual reporting accuracy. We ask candidates to walk through the exact logic they use to distinguish between project-specific costs and general firm overhead. We test for the tradeoff between strict adherence to pre-set project codes and the flexibility required when client requests change mid-month. You need to know if they favor rigid documentation over timely invoice delivery. We verify they can identify when a project is trending toward a budget overrun before the billing cycle closes.
03
Where do we find them?
We source candidates from smaller architecture firms or independent law offices. We look at staff accountants who handle project billing in engineering consultancies. These people move when their current firm caps their pay or when they lack access to more complex ERP systems. They also move when their current software is too manual and they want to advance to more automated systems like Deltek.
We target bookkeepers who are currently doing the work but lack the title. They are often trapped in legacy firms with outdated processes. They move when they see their peers getting better training on newer software platforms. They leave when the partner or owner stops investing in basic accounting infrastructure.
04
Which hiring mistakes should you watch for?
- 01Hiring someone from retail or manufacturing who cannot conceptualize time-based project billing.
- 02Ignoring their software history and assuming they will pick up industry-specific ERP systems easily.
- 03Overlooking the need for a candidate who can stand up to partners when data is missing or wrong.
05
The search in three steps
- 01Define the exact volume of monthly invoices and payroll cycles you need to support.
- 02Review our pre-screened pool of candidates against your specific project billing requirements.
- 03Interview finalists using your firm's real-world ledger challenges and sample billing entries.
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
Do I pay now for you to find someone to track my billable hours?
No upfront fee. You pay only if you hire.
What is the decision-making authority of this role?
This person manages the ledger and billing processes but does not set financial strategy. They report to the lead accountant or the firm owner.
Do you provide temporary staffing for busy seasons?
Yes, we handle temporary, contract, and busy-season work upon request. We agree to specific terms for each engagement.
How do you handle remote or bilingual requirements?
We adjust our screening criteria to verify specific remote work habits or bilingual proficiency. We do not use generic assessments.
What is the fee for a Bookkeeper 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 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 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 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.
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