Role family
Finance Leadership Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire finance leaders who can manage your capital, internal controls, and growth cycles.
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.
01
What does this hire really come down to?
Financial leadership requires turning balance sheet data into information for business decisions. We assess candidates on their ability to explain fiscal positions to owners and operators. We look for individuals who balance daily tactical reporting with the oversight of capital structures and growth risks.
A leader differs from an accountant by owning final results instead of just processing entries. We test if they can manage liquidity cycles and build reporting systems that function as your company scales. We check if they can project the financial consequences of operational changes before you implement them.
We prioritize candidates who treat the finance function as the foundation for all business work. Whether you are preparing for new capital or changing your cost structure, the hire must bring proof of having handled these tasks in a similar operational environment. They need to show they can maintain order while the company changes.
02
What do we check before you see anyone?
- 01We ask them to describe a specific audit cycle or month-end close they managed from start to finish. We check if they personally found errors or if they delegated those tasks to others.
- 02We ask how they configured their current ERP system to pull data for reporting. We look for specific examples where they solved a reporting bottleneck without external IT support.
- 03We ask how they applied ASC 606 or 842 standards to a recent contract or lease. We check their logic for why a transaction was treated as revenue or a liability.
- 04We ask how many direct reports they have fired, hired, or promoted. We look for evidence of how they moved a team from manual spreadsheets to automated workflows.
- 05We ask for a time they had to adjust spending because cash flow was tight. We check how they managed communication with leadership when a planned project hit a liquidity barrier.
- 06We ask for an example of a time a board member disagreed with their financial summary. We check how they defended their data and what changed in the next report.
03
Where do we find them?
We reach out to leaders at companies that match your size and industry. We bypass public job boards to find people who currently manage your specific ERP or regulatory workload. This allows us to contact executives who are already producing results in environments like yours.
Candidates leave their current jobs when they hit a ceiling in the scope of work or want to solve a new type of financial problem. We search for people in mature firms who have finished building a function and now seek to influence strategy. We present your opening as a chance to take full ownership of the finance department.
04
Which hiring mistakes should you watch for?
- 01Hiring a leader from a much larger company who is accustomed to large support staffs and cannot perform the manual, granular work your current stage requires.
- 02Prioritizing general ledger knowledge over the ability to build processes or explain fiscal data to people without a finance background.
- 03Expecting an accountant to manage investor relations or cash flow forecasting without checking if they have ever held those specific responsibilities.
05
The search in three steps
- 01We analyze your needs to determine if you need a builder who sets up systems from scratch or a strategist who refines existing capital allocation.
- 02We reach out to finance executives who have solved the same problems you face, probing their history during direct interviews.
- 03We present candidates who match your business rhythm, verifying their personal work on audits and strategy before your first meeting.
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 expected wait time before seeing a list of qualified candidates?
We start contacting candidates as soon as we finish the requirements list. We provide names as we qualify them because we headhunt rather than post ads.
How do you determine if a candidate's leadership style fits our organizational rhythm?
We ask about the level of autonomy they held in their previous role. We probe how they handled conflict with peers and how they communicate fiscal data to non-finance staff.
How do you manage the risk of a top candidate being persuaded to stay by their current company?
We identify the risk of a counteroffer by probing the candidate's specific motivations early in the process. If a candidate accepts a counteroffer, we immediately move to the next person on our list.
How do you prevent our internal team from discovering we are searching for a new leader?
We vet every candidate before we disclose your company name. We discuss your confidentiality requirements at the start to protect your search.
Are there any engagement fees required before we identify a hire?
We do not charge upfront fees. You only pay for our services after you hire a candidate we identify.
How soon will I see a finance 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 finance hire?
We ask every finance 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 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.