Finance role
Family Office Controller Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire a Family Office Controller built for your specific financial architecture. You pay a fee only if you hire a candidate introduced by our process.
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.
- Family Office Accounting Manager
- Private Wealth Controller
- 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 Controller is not an internal corporate accountant. This hire governs the intersection of personal wealth, multi-entity investment structures, and legacy planning. They must maintain precision across disparate asset classes and handle sensitive family data with quiet consistency. They do not just record history; they calculate and track the preservation of family assets across multiple tax jurisdictions.
You need a person who treats accounting as the foundation for office strategy. This candidate must manage the flow between household bill pay, partnership tax reporting, and high-net-worth liquidity requirements. If they cannot reconcile complex entity structures while providing clear reporting for principals, the architectural integrity of the office suffers. The person you hire dictates the speed and accuracy of every investment or estate decision.
How does the candidate prefer to present financial data to principals versus institutional board members, and what specific changes have they made to improve reporting visibility in previous roles? They want a seat at the table where they see the direct results of their accounting work. Show them a role where their input shapes the specific financial direction of the family office.
02
Where do we find them?
We recruit professionals currently working in specialized family office service groups within regional CPA firms. These individuals manage multi-entity tax workflows and work in private environments daily. They deliver work under the standards of sophisticated clients and handle complex financial structures that differ from standard corporate accounting; ask them to detail their process for consolidating non-standard entity types.
We also talk to existing controllers in peer family offices who hit a plateau in their current environment. These candidates already operate within the ecosystem you demand. They understand the pressure of working for a private principal and consider a job change when they desire a different organizational structure or a shift toward specific new investment strategies.
To find candidates who prioritize principal-level discretion, we search within boutique tax advisory practices and private accounting firms that specialize in multi-generational wealth rather than broad market corporate clients. These professionals are frequently drawn to a move when their current practice prevents them from seeing the full lifecycle of the family assets they track. You should ask candidates, how do you adjust your reporting when a principal decides to move an asset class from a passive to an active investment strategy? An answer describing a focus on tax impact or a delay in cash flow suggests they grasp the personal nature of the work. If they provide a response focused only on software entries, they likely remain stuck in the corporate mindset of standard ledger recording.
We also scout internal staff at smaller private investment partnerships where the controller manages reporting for multiple family entities simultaneously but feels limited by a lack of involvement in the overall strategy. They often seek a change when their current principal restricts their autonomy to offer direct financial advice or data-driven recommendations. Ask them, what specific information do you present to a principal when a tax filing indicates a major liquidity discrepancy? A candidate who explains how they prepare the principal for the implications of that data demonstrates they are ready to step into a high-touch office role. A candidate who simply says they alert the manager indicates they do not possess the initiative needed to serve as your primary advisor.
- 01Hiring a corporate accountant who is shocked by the unstructured, high-touch reality of private wealth work wastes your time.
- 02Assuming years of institutional bank experience will translate to a concierge-level independent office leads to a mismatch in service expectation.
- 03Failing to verify discretion early in the process creates a liability where a skilled accountant cannot keep information secure.
03
The search in three steps
We dissect your current financial architecture to identify exact technical gaps, screening for software and structural proficiency immediately.
We conduct direct outreach to target professionals, filtering out those who lack the high-touch service experience or the maturity to act as a principal's advisor.
We test candidates with scenario-based interviews so you can observe their reaction to your specific liquidity and reporting challenges before you make an offer.
How your Family Office Controller 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 lead time for seeing the first set of vetted candidates?
We provide qualified candidates as they become available based on your specific requirements. We do not use fixed timelines, but we maintain an active pipeline to move quickly when a fit is found.
How do you vet candidates to confirm they manage scheduling and the unique demands of an independent office? We ask for their process in managing competing priorities for different stakeholders.
We manage communication and scheduling to preserve your time. We verify technical alignment and confirm they meet your specific standard before you begin a conversation.
How do you manage the process if a candidate receives a counteroffer from their current employer?
We talk to candidates throughout the process to monitor their interest and expectations. If a counteroffer arises, we discuss the underlying motivation behind it to help you decide how to adjust your offer.
Can we keep this search confidential from the broader market?
We manage the level of disclosure based on your requirements. We agree on an outreach plan before we contact anyone so your identity is protected until you authorize a formal conversation.
Are there any upfront charges for initiating this search?
You pay no startup fees for this search. A payment is due only if you decide to hire a candidate we introduce under our contract.
What is the fee for a Family Office Controller 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 Family Office Controller 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 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 Family Office Controller 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?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports Family Office Controller 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