Role and industry
CFO, Construction Company Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire a CFO who connects job-site financial data to your bank and bonding company, rather than someone who only generates generic accounting reports.
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?
Your firm relies on the precision of project cost estimates to avoid liquidity gaps. You need a leader who sits between your field managers and your ledger to check that your Work in Progress (WIP) schedule matches actual physical progress. If the accounting lags behind the job site, you face cash flow risk before the report ever hits your desk.
A construction CFO handles the conflict between aggressive bidding and financial control. They must talk to sureties and lenders about your bonding capacity and credit lines using specific data rather than general claims. This is an operational role that determines if your firm can take on new work without breaking your cash flow.
We find people who have worked with software like Sage 300 CRE while also visiting active job sites. They must translate variance data into simple language for owners while keeping tight control over internal systems. This person establishes the structure required to manage your company as you grow.
02
What do we check before you see anyone?
- 01We ask how they calculate revenue recognition for multi-year projects versus shorter subcontracts.
- 02We ask them to explain a specific time they changed an automated workflow in software like Vista or Foundation to gain better data accuracy.
- 03We verify they can produce the exact financial disclosures required by your surety to keep your bonding program open.
- 04We ask how they confirm the accuracy of field-reported data when the job site logs do not match the invoices.
- 05We ask them to walk us through a time a project ran over budget and how they changed internal approval steps to fix the margin.
- 06We confirm they have prepared for specific industry audits and managed the tax reporting for significant project events.
03
Where do we find them?
We look for candidates currently working in construction firms of your revenue size who have navigated periods of high growth and lean margins. These individuals do not apply to advertisements. We map the regional market and reach out to finance leaders who are ready to move from a secondary role into a CFO position with full control.
People look for new roles when their current firm stops giving them influence over operations or when they hit a promotion ceiling. We talk to finance leads who have successfully finished a refinancing or an ownership transition. They move when they want a role where their financial analysis changes how the firm functions, rather than just recording history.
To find candidates who balance field data with the ledger, we search at mid-sized construction firms currently managing complex bonding requirements. We specifically target controllers at firms that lack an in-house CFO, as these individuals often manage the primary financial systems alone but have no path to the executive table. When you interview them, ask how they handle discrepancies between field-reported percent complete and invoice cycles. If a candidate says they wait for monthly reconciliations to address site errors, they lack the operational urgency needed to protect your liquidity. You want an answer that describes active, weekly intervention with project managers to correct data before it impacts your cash flow.
04
Which hiring mistakes should you watch for?
- 01Hiring a CFO from a service or software industry who has never dealt with project-based job costing, which causes immediate friction with your project managers.
- 02Hiring someone who focused only on general ledger management rather than someone who understands the specific relationship between bonding limits and project risk.
- 03Hiring someone who avoids conflict with operational managers when the project financial data shows a loss that the field lead ignores.
05
The search in three steps
- 01We audit your current project reporting and financial systems to build a profile of the exact technical experience you need.
- 02We reach out to finance leaders in construction, vetting their past results in system usage and risk reduction before introducing them to you.
- 03We host meetings between you and the candidates to see if they can explain how their financial decisions will impact your growth and cash flow.
06
Which related hiring decisions are worth comparing?
How your Chief Financial Officer (CFO) 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 long should we expect the process to take before we see a list of qualified candidates?
We estimate a timeframe based on your specific complexity. We provide an update once we have talked to the potential candidates.
How do you evaluate if a CFO candidate can effectively translate financial data for our project managers?
We ask for proof of past work with field teams. We check if they can explain financial data in a way that helps project managers make better site decisions.
How do you structure the process to minimize the risk of a candidate accepting a counteroffer?
We discuss compensation and job motivation at the start. Candidates who see a clear match for their goals are less likely to accept a last-minute raise from their current employer.
Can we keep our company's identity hidden from candidates during the early stages of the search?
We keep your firm anonymous while we interview candidates. We only share your name once we confirm they have the correct background and genuine interest.
What are the financial terms for using your services?
You pay a fee only when you hire a candidate we present. All payment terms and conditions are included in our written agreement.
What is the fee for a Chief Financial Officer (CFO) search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
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 Chief Financial Officer (CFO) 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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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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