Role and industry
CFO, Family Office Recruiters
Financial Headhunters: You need a financial steward for your private capital architecture, not a corporate executive focused on public reporting cycles.
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 family office CFO builds accounting systems from the ground up rather than inheriting corporate software. They turn messy, multi-entity tax and investment data into simple reports for principals who care about long-term wealth rather than quarterly stock prices. They handle illiquid assets, private equity deals, and trust distributions without the help of the administrative layers found in public companies.
You need a leader who connects complex tax accounting to long-term estate planning. This person tracks which entities owe taxes and when trust distributions occur. They are the first to report if a specific asset drops in value or if cash flows do not match the broader family strategy. They manage sensitive documents and talk directly to tax lawyers and outside investment managers.
The candidate works as the single point of contact between family members and financial data. They manage intercompany transfers and jurisdictional tax filings where they are the only person who knows if the numbers are accurate. We look for people who left large public firms because they prefer managing one private balance sheet over writing reports for outside shareholders.
02
What do we check before you see anyone?
- 01We verify they have personally consolidated books for trusts, partnerships, and holding companies that share tax and investment data.
- 02We ask how they manage capital calls and cash flow forecasts when an asset cannot be sold quickly to raise money.
- 03We test their process for creating internal control rules that stop errors before they reach the principal.
- 04We check if they have managed tax filings across different states or countries for a single investment portfolio.
- 05We listen to how they explain a financial loss to a principal who lacks a finance background to see if they make it clear.
- 06We confirm their past work shows they know how to handle private data and keep financial information away from unauthorized staff.
03
Where do we find them?
We talk to finance leaders working in private investment groups where the portfolio structure looks exactly like yours. These people do not just enter data; they manage the entire lifecycle of capital. They change jobs when they want to see the direct results of their work on the wealth of a single family rather than working for a nameless institution.
We target professionals from audit firms who moved to private industry roles. They want to leave behind strict public reporting rules and focus on protecting a single balance sheet over many years. We find people who have the patience and the internal authority to manage a family office without a large team of subordinates.
04
Which hiring mistakes should you watch for?
- 01Hiring managers buy resumes with big corporate titles that look good but hide the fact that the candidate never handled multi-entity tax or trust work.
- 02Principals assume a candidate who had a team of ten people can handle a solo role, leading to a hire who cannot perform basic accounting tasks.
- 03Managers choose people with prior industry experience, even if those people never built a custom financial system for a private family.
05
The search in three steps
- 01We map out your current tax and reporting structure to define the technical hurdles the new CFO must handle.
- 02We contact professionals who manage similar complex portfolios and ask them to explain how they solved past tax and liquidity problems.
- 03We introduce candidates who show they can stabilize your financial data and explain the numbers to the principals immediately.
06
Which related hiring decisions are worth comparing?
How your Chief Financial Officer (CFO) 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
How soon can we expect to review a list of potential hires for our family office?
We start as soon as you agree to the search. Our speed depends on the rarity of your specific needs rather than posted advertisements.
How do you determine if a candidate can handle the discretion required for this specific environment?
We ask how they handled sensitive documents and information in their past roles. We look for evidence that they kept boundaries with staff and maintained privacy for their former principals.
How is our identity protected during the initial outreach process?
We keep your name hidden until we decide the candidate is a match. We ask for your approval on a disclosure plan before we speak to anyone.
How do you address the situation if a candidate's current employer offers a counteroffer?
We talk to the candidate about their reasons for leaving to find the root cause of their dissatisfaction. We resolve those concerns early to prevent them from accepting more money to stay.
What is your fee structure for this placement?
You pay a fee only after you hire a candidate we introduce. We include the terms in our contract before we start any work.
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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