Finance role
Construction Accounting Assistant (job cost clerk) Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Stop the project manager from guessing about profit by hiring a Construction Accounting Assistant who owns the daily audit of site expenses.
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.
- Job Cost Clerk
- Project Accounting Assistant
- Construction Accounting Clerk
- 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?
Project profit depends on field data entry. You need a clerk who categorizes invoices and checks lien waivers to prevent audit failures. If cost codes do not match the schedule of values, project managers cannot see their true budget. This person stops margin loss from miscoded labor or material costs.
Your hire must push back on site supervisors who ignore compliance requirements to finish tasks quickly. Ask how they corrected a project manager who used the wrong cost code. They must stop payment processing until all subcontractor documents arrive. They act as the primary filter for your financial accuracy.
You are shifting from manual tracking to standardized accounting. Your new hire must explain how their data entry impacts cash flow forecasts. They must identify the difference between direct and indirect costs in their previous role. They should reconcile subcontractor pay applications against signed contract values every week.
02
What do we check before you see anyone?
- 01We verify they used Sage 300 CRE, Viewpoint Vista or Procore for daily entry.
- 02We ask how they determine if a cost belongs to a specific job code or overhead.
- 03We ask them to walk through the process of filing Certificates of Insurance and lien waivers.
- 04We ask them to explain how they match a payment request to a signed subcontract.
- 05We confirm they worked for a general contractor or trade firm rather than a retail business.
- 06We ask what they did when a project manager gave them an invoice missing the required approval or code.
03
Where do we find them?
We contact accounting staff working at mid-sized general contractors and specialty trade firms. These individuals manage sub-ledgers and compliance reports as part of their daily routine. We reach them through our network because they do not rely on public job boards to find their next employer.
Candidates change jobs when their current firm stops investing in proper project accounting software. They look for employers who use Procore or Foundation correctly. A candidate might leave if their current supervisor allows manual workarounds that create data errors.
We search by mapping your specific job costing software to the workflows used at other construction firms. We identify staff who currently maintain lien waiver logs and sub-ledger reconciliation at firms using Sage or Vista. We specifically target those who prepare pay requests for multiple active jobs simultaneously because this proves they can handle the volume of field receipts you process daily. When we speak to these individuals we ask them to detail a time they refused to process an invoice due to a missing lien waiver. A candidate who explains the specific legal risk of paying without that document understands the financial gravity of your project. If they cannot identify a specific reason why an unverified pay app stops a project payment it shows they have not held the authority required to protect your margins.
Candidates often look for a move when their current employer refuses to upgrade from basic spreadsheets to integrated construction accounting software like Procore. They seek firms that value accurate cost code data as a primary financial goal. During our screening we ask how they resolve a situation where a site supervisor provides a missing cost code. An answer that shows they escalate the issue to a controller until it is resolved indicates they will hold your field staff to the standard you need. We ask them to describe the difference between a direct labor cost and an indirect overhead charge for a construction job. If they cannot clearly define these categories based on their previous project experience they will likely create the same data errors you are working to eliminate.
04
Which hiring mistakes should you watch for?
- 01Hiring bookkeepers from retail or service industries who do not understand construction compliance.
- 02Assuming accounts payable experience includes managing the specific audit trails for construction subcontractors.
- 03Hiring someone afraid to tell a project manager that a request violates company financial policy.
05
The search in three steps
- 01We document your current project software and reporting requirements to define the necessary work history.
- 02We contact construction accounting staff and ask them to explain their workflow for managing project-based expenses.
- 03We show you candidates who proved they can track site expenses and handle project financial documentation.
How your Construction Accounting Assistant (job cost clerk) 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 after signing do you present the first batch of candidates?
We start contacting people on the day we sign the agreement. You receive the first group of screened candidates within two weeks of starting the search.
How will you coordinate interviews with our team's schedule?
We coordinate all scheduling to confirm you only meet with candidates who cleared our internal vetting. Submit your available time blocks so we can arrange interviews aligned with your project deadlines.
What is the process for keeping our identity private during the search?
We only give your company name to candidates who pass our initial technical screening. We verify they follow our privacy requirements before releasing any firm details.
What are the payment terms for a successful hire?
You do not pay any fee until you sign an employment contract with a candidate we introduced. This keeps your financial commitment tied only to a successful hire.
Can you help us with temporary or seasonal accounting needs?
We focus on permanent hires. We discuss contract-to-hire terms during our initial conversation if you have a specific short-term project need.
What is the fee for a Construction Accounting Assistant (job cost clerk) search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
What about counteroffers on a Construction Accounting Assistant (job cost clerk) hire?
We ask every Construction Accounting Assistant (job cost clerk) 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 Construction Accounting Assistant (job cost clerk) 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?
$50,670 national annual median. SOC 43-3031: Bookkeeping, Accounting, and Auditing Clerks.
BLS reports Construction Accounting Assistant (job cost clerk) 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