Role and industry
Cost Accountant Recruiters for Government contractors
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: How to confirm a candidate possesses the technical accounting skills required for government contract compliance and audits.
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?
This role focuses on the mechanics of FAR and CAS compliance. Who structures the indirect rate pools and defends the allocation methodology during DCAA audits? Can they reconcile sub-ledgers to the general ledger and meet every incurred cost submission deadline?
The work requires daily mastery of Deltek Costpoint or Unanet. You are paying for someone to fix the underlying data flow between project accounting and the corporate GL. I look for candidates who handle complex revenue recognition under FAR and CAS requirements without needing constant supervision on standard cost reporting tasks.
When interviewing, ask exactly how they handled a recent DCAA audit inquiry regarding unallowable costs. Ask them to explain the specific steps they took to prepare a contract brief for a new award. If they cannot outline the process for allocating fringe, overhead, and G&A to specific project pools, they will likely struggle with your accounting cycle.
Focus the scope conversation on the candidate's specific methodology for month-end close procedures within a DCAA-compliant framework. Ask them to describe their process for mapping project codes to specific general ledger accounts and how they verify the accuracy of the trial balance before finalizing indirect rate applications. A candidate must demonstrate clear familiarity with the sequence of operations required to transition from raw project data to an audit-ready incurred cost submission. When you probe their technical competency, ask for a detailed walkthrough of how they validate unallowable cost accounts during the reconciliation of the sub-ledger to the general ledger. Require them to explain their logic for selecting cost allocation bases when the indirect rate pools are subject to change due to shift in project mix. Test their comprehension of revenue recognition timing by presenting a scenario involving milestone-based billing versus cost-incurred billing under different contract types. If they falter when describing how to maintain an audit trail for journal entries related to cost transfers or reallocations, they will likely create significant reconciliation work for your team. You should also examine their experience with the specific version of Deltek Costpoint or Unanet you utilize, as subtle differences in reporting modules impact the time required to generate standard internal financial packages. Look for evidence that they have previously collaborated with external auditors during the field phase of a DCAA review. Their ability to explain the rationale behind an accounting memo during an audit inquiry is as important as their technical input accuracy. If the candidate cannot confidently link their daily ledger maintenance to the final year-end compliance reporting requirements, they lack the operational depth necessary for this role.
- 01Audit Trail ValidationWe confirm they have successfully managed a full-cycle audit PBC list without findings.
- 02System LiteracyWe test their ability to pull reports and trace entries inside Deltek Costpoint or Unanet.
- 03Compliance AwarenessWe verify their current knowledge of FAR and CAS regulations applicable to your contract types.
- 04Reporting PrecisionWe check if they have authored incurred cost submissions or reconciled significant indirect rate variances.
- 05Operational DepthWe verify they understand the difference between direct and indirect labor coding in a project setting.
- 06Documentation StandardsWe confirm they maintain clean technical accounting memos for all cost allocation changes.
02
Where do we find them?
We source candidates from existing government contracting firms of similar scale. We look for accountants currently operating in divisions subject to recurring DCAA oversight. We also consider individuals working in mid-sized CPA practices that specialize in government audit advisory services.
Candidates move when their current project mix shifts away from their primary expertise. They look for new roles when a firm downsizes its finance department or changes its accounting software. They seek a move if their current system lacks the complexity to keep their compliance skills sharp.
- 01Overlooking system-specific experience during the screening process.
- 02Prioritizing general ledger experience over specialized cost allocation knowledge.
- 03Failing to vet a candidate's history of managing audit requests directly.
03
The search in three steps
We identify relevant candidates with direct experience in DCAA-regulated environments.
We conduct technical interviews focusing on indirect rate management and project accounting.
We present final profiles for your review and interview selection.
- 01Direct experience with DCAA audits.
- 02Proficiency in Deltek Costpoint or Unanet.
- 03Functional understanding of FAR and CAS.
04
Which related hiring decisions are worth comparing?
How your Cost Accountant 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 cost structure?
No upfront fee. You pay only if you hire a person we introduce, with terms documented in a signed agreement.
Does this role include contract or permanent placement?
Standard contingency is the default. We provide contract, temp-to-perm, or project-based support upon request based on agreed terms.
How do you handle audit compliance verification?
How do you verify the candidate has handled DCAA audit inquiries and PBC list preparation for previous government contracts?
Are candidates required to be onsite?
We identify candidates based on your specific requirements regarding remote or onsite work. We account for regional tax and compliance differences when sourcing.
Who manages the payroll for contractors?
We do not employ, pay, or insure contract workers. If you need fractional help, we refer these requests to our Interim Executive division.
How soon will I see a Cost Accountant 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 Cost Accountant hire?
We ask every Cost Accountant 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 Cost Accountant 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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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.
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