Finance role
Construction CFO Search Firm
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: A search for financial leaders who manage surety limits, job site cash, and contractor debt.
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 next CFO balances your cash position against the aggressive spending habits of your project managers. A construction CFO stands between your cash, your surety bond capacity, and actual site performance. This hire must read your WIP schedule to forecast cash deficits before they drain your bank account.
Effective leaders close the gap between field operations and the finance office. Ask how they challenge a project manager about cost-to-complete figures without causing a workplace conflict. When a project exceeds its budget, you need a person who explains the financial fallout to your bank and owners before a default happens.
You need a person who manages the timing of progress billings and vendor payments. This hire must enforce financial controls at remote job sites while maintaining the authority to guide your company growth. They handle the lender and surety relationships that limit your ability to bid on new work.
02
What do we check before you see anyone?
- 01Bonding and suretyWe verify the candidate directly managed bond capacity and communicated with surety underwriters, rather than observing from a distance.
- 02WIP accuracyWe ask how they reconcile cost-to-complete estimates against actual job site cash usage to find hidden losses.
- 03Debt and lendingWe check if they managed borrowing bases or bank covenants, specifically measuring if they understand how project-level revenue delays impact debt availability.
- 04Field-level oversightWe screen for leaders who leave their desks to verify internal controls with site superintendents and project managers.
- 05Owner communicationWe evaluate their history of reporting project risk to owners, focusing on candidates who make financial trade-off decisions.
- 06Technical standardsWe verify their experience with percentage-of-completion revenue recognition and construction-specific tax regulations.
03
Where do we find them?
We recruit from private and PE-backed contractors where margins are narrow and project success determines the balance sheet. We identify leaders who manage similar backlogs, lender covenants, and bonding requirements to yours.
Candidates change jobs when their current owner limits their ability to influence project results. They look for roles with control over capital structure or cleaner ownership lines. We contact these employed professionals with a precise summary of your current project hurdles.
To identify your next finance head we concentrate on firms with identical bonding requirements and debt structures to yours. We ignore large public firms that delegate bonding to treasury departments or outside brokers. Instead we search for leaders at mid-sized contractors where the finance chief negotiates directly with surety underwriters and manages the borrowing base daily. We ask candidates how they handle a shortfall in a project borrowing base that restricts the firm from bidding on a new job. Ask the candidate for a specific example of how they managed a borrowing base shortfall: did they adjust vendor payment schedules or accelerate client billings to free up liquidity? If they cannot describe the mechanics of shifting cash between specific job cost accounts and the corporate operating account they will not survive the volatility of your project pipeline.
A move occurs when an executive seeks authority over capital allocation rather than just reporting on historical costs. We investigate this by asking why they desire a change from their current firm. If they cite a lack of influence over operational strategy or a desire to fix inefficient cash cycles we know they are prepared to take responsibility for your balance sheet. We also ask what specific question they would pose to your project managers to uncover a hidden cost overrun. How does a candidate suggest creating an audit trail of job site labor hours or material invoices to enforce financial discipline? We avoid those who prioritize passive compliance over the active management of site financial performance as they lack the intent to drive your firm toward growth.
04
Which hiring mistakes should you watch for?
- 01Hiring from real estateBuyers often pull finance leaders from real estate, who then mismanage the volatility of construction cash flow and progress billing.
- 02Valuing audit over fieldMany owners choose a candidate strong in audits but weak in the daily job site conflict required to enforce financial discipline.
- 03Missing the surety checkIgnoring a candidate's lack of direct surety experience leads to unexpected gaps in capital and higher insurance premiums.
05
The search in three steps
- 01CalibrationWe define your specific project risks and operational bottlenecks to set the requirements for the candidate background.
- 02Targeted outreachWe identify comparable contracting firms and approach employed executives who manage surety relationships and project liquidity.
- 03QualificationWe test candidates on their ability to balance company growth with cash availability, only presenting those who demonstrate practical judgment.
Related positions we recruit
How your Construction 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
When can I realistically expect to review the first batch of vetted candidates?
We focus on a direct search method rather than a set timeline. You will review the first qualified candidates within a few weeks of our initial setup.
What indicates that a candidate will fit well with my project management team?
We screen for leaders who regularly interact with field staff. We verify their history of partnering with project managers to confirm they align with your firm's operational needs.
If I decide to keep my current CFO, what options do you provide?
If you are assessing the need for a change or an addition due to volume, we provide honest feedback on the market. We remain available to support your finance structure as your project list changes.
Can you conduct this executive search under a shroud of confidentiality?
Yes, we protect your identity during the outreach phase. We only share details with candidates who meet your criteria and show interest in the role.
What are the specific payment terms for a successful CFO placement?
We operate on a success-based billing model. You only pay the placement fee once your selected executive starts their employment at your firm.
What is the fee for a Construction CFO 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 Construction CFO 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 Construction CFO hire?
We ask every Construction CFO 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 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.
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.
What does the published pay data show?
Ask us for a current range. There is no reasonable SOC wage match shown for this title.
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