Role family
Controllership, Corporate and Cost Accounting Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire a technical controller or accountant who operates your specific system architecture and manages your close cycle without needing long-term training.
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
How long did your last search take?
How much did the empty seat cost while you waited?
Every week a finance seat stays empty costs you in overtime, late closes and work that waits. We go straight to people already doing the job.
Every title in this family
Corporate Controller
Controller
Division Controller
Regional / Multi-Site Controller
Assistant Controller
VP of Accounting
Director of Accounting
Senior Accounting Manager
Accounting Manager
Accounting Supervisor
General Ledger Manager
Consolidations Manager
Senior Accountant
Staff Accountant (experienced)
General Ledger Accountant
Intercompany Accountant
Fixed Asset Accountant
Lease Accountant (ASC 842)
Plant Controller
Operations Controller
Manufacturing Finance Manager
Cost Accounting Manager
Senior Cost Accountant
Cost Accountant
Inventory Accountant
Standard Cost Analyst
Remote Staff Accountant
01
What does this hire really come down to?
Controllership involves executing the close cycle without errors. We find individuals who understand the journal entries and ERP logic required to balance books. Many candidates change jobs because their current firm uses legacy systems or lacks the audit rigor they require.
A cost accountant or controller corrects inventory valuation and ledger accuracy. They must handle multi-entity consolidations and foreign currency translations personally. If data structures fail, they must fix the reconciliation logic and audit trails.
We distinguish between staff who maintain current processes and leaders who drive reporting accuracy. You need a person who explains audit findings to external firms. High-performing people change jobs when their current environment lacks the technical complexity or data integrity they need.
02
What do we check before you see anyone?
- 01We confirm they have performed specific ERP reporting tasks rather than just overseeing a team that does them.
- 02We verify their experience creating complex work papers and managing PBC lists during annual reviews.
- 03We examine their history of internal control design to see if they built original processes or just followed existing manuals.
- 04We test for specific standard costing and inventory cycle knowledge to verify how they impact ledger accuracy.
- 05We assess their ability to calculate multi-entity consolidations and currency translation manually to prove they understand the underlying mechanics.
- 06We ask how they handled specific ledger inconsistencies to see if they resolve errors independently.
03
Where do we find them?
We recruit from firms with comparable reporting constraints. We target accounting managers who handle high-volume closes but face limitations with their current company's technology.
We also recruit audit seniors from public firms who want to move into private industry. They bring training in reconciliations and compliance. They change jobs to own the full accounting cycle and manage long-term system improvements.
To source candidates who manage complex ledger logic and multi-entity consolidations, we target controllers currently working at firms that rely on manual spreadsheet adjustments to compensate for outdated ERP infrastructure. These professionals often consider moving when their current employer refuses to invest in system upgrades that would automate routine close tasks. We ask candidates about the specific limitations of their current financial software regarding audit trail visibility and data export capabilities. If a candidate details a workflow where they spend over half their time fixing raw data inputs rather than analyzing ledger output, it signals they possess the depth of operational experience needed to correct your accounting data structures and implement sustainable audit processes.
We also source from regional firms experiencing rapid growth where current reporting frameworks have become fragile. Candidates at these organizations may seek a change if they feel their contribution to accounting accuracy is undervalued because the leadership team prioritizes sales volume over ledger integrity. We ask hiring managers to pose the following question to candidates during the first interview: Describe a time you identified a material weakness in a reporting process and the exact steps you took to rebuild the internal control logic. An ideal answer identifies the root cause of the system failure and details how the candidate wrote or adjusted the reconciliation rules to prevent future variance. If the response focuses on team management or policy documents rather than direct system configuration, they likely lack the hands-on technical proficiency required to stabilize your specific financial architecture.
04
Which hiring mistakes should you watch for?
- 01Prioritizing a previous employer's size over the specific accounting tasks the candidate performed daily leads to poor fits.
- 02Assuming a candidate with a controller title can handle cost accounting or inventory without verifying their specific hands-on experience in those functions.
- 03Waiting weeks to schedule interviews causes highly qualified employees to lose interest as their current work demands consume their time.
05
The search in three steps
- 01We define your accounting system requirements to identify backgrounds that provide an immediate match.
- 02We conduct direct outreach to currently employed professionals, skipping active job seekers who do not fit your specific technical challenges.
- 03We conduct interviews focusing on accounting problems and system reconciliations to verify their capabilities before you meet them.
How your 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
What is the typical duration between starting this search and receiving a qualified shortlist?
We prioritize quality over speed. Once we define the technical profile, we typically provide candidates within two weeks.
What focus areas do you recommend for our interview process to test a candidate's accounting background?
Ask them to describe a specific audit failure and the exact steps they took to resolve it. This tests their familiarity with your ERP and reconciliation processes.
How do you manage candidate loyalty when a counteroffer is presented?
We confirm their underlying motivations for leaving during the initial vetting. If the core reason for leaving is not addressed by their current firm, they rarely accept counteroffers.
How do you filter candidates to verify they meet our privacy requirements before revealing our firm identity? We confirm their interest level and background without disclosing your name until they pass our initial screening.
We handle all outreach privately. We share your company identity only after we verify the candidate has the technical scope and interest you require.
At what stage is the payment due for your recruitment services?
Payment occurs only after a successful hire. You do not pay until you select a candidate per our agreement.
What is the fee for a finance 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 finance 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.