Finance role
Finance Shared Services Manager Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: How to stop duplicate vendor payments while maintaining audit controls during high-volume accounting 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
01
What does this hire really come down to?
Who authorizes new vendor additions to prevent duplicate payments while handling thousands of monthly invoices? How do you audit AP automation flows like Coupa or Bill.com to prevent duplicate payments? They must prioritize accuracy over speed.
The hire handles your cash application and collection strategy to actively reduce DSO. They define credit limits and monitor risk for B2B accounts. We look for someone who understands UCC filings and knows how to manage liens when collection efforts fail. They must explain exactly how their decisions impact your balance sheet liquidity.
We ask candidates how they handle multi-state payroll complexities in systems like Workday or ADP. We probe their experience managing vendor disputes and reconciling complex billing statements. Can they explain the specific audit trails they built for their last employer? If they cannot detail their internal control framework, they are not the right fit.
When assessing this manager role, keep the conversation on specific workflow mechanics. Ask them to describe the exact steps for auditing a high-volume AP batch before approval. If they mention automation, ask how they verify data accuracy during system migrations. A strong candidate should outline the error types they look for in aged trial balances that signal fraud or process failure. Ask how they reconcile multi-entity payroll across states. If they cannot walk through the logic used to handle garnishments in their payroll system, they lack the required depth. Request a specific example of when they denied a customer credit limit increase and which data supported that. Look for evidence they have personally handled documentation for UCC filings or internal credit policy enforcement. Do not accept general management experience as a substitute for knowing financial data structures. You need to know if they can map an O2C process on a whiteboard. If they cannot define the audit trail for a transaction from start to finish, they will struggle in your multi-entity environment. Ask them to list the specific controls they used to stop duplicate payments in a prior role. Their answer must be technical and focused on daily transaction oversight.
- 01Check system architecture experience to see if they actually managed the ERP or just pushed buttons.
- 02Verify their ability to map end-to-end P2P or O2C processes manually before automation.
- 03Confirm their specific hands-on experience with multi-state tax compliance for payroll.
- 04Review their history of reducing bad debt through systematic credit risk scoring.
- 05Assess their vendor master management process for internal fraud prevention.
- 06Test their capability to produce and interpret aged trial balances for leadership.
02
Where do we find them?
We recruit from shared service centers and high-volume accounting departments. Candidates usually look to move when their current company shifts from manual processes to rigid, automated systems that leave them with no operational discretion. They also move when a lack of multi-entity integration makes their daily work redundant and prone to error.
We look for people who hold credentials like the CBA, CBF, or CCE from the NACM, or the CPP for payroll. These credentials show a base knowledge of credit risk and wage compliance. We do not look for specific employers but rather target people managing high-volume transaction environments where errors result in immediate cash flow loss.
Before you view any candidate profiles, we hold a rigorous scoping session to identify your exact operational constraints. We push past surface level requirements to determine the specific transactional frequency and error tolerance of your current systems. Our team asks candidates for documented examples of how they built credit risk scoring models from scratch or reconstructed payroll reconciliation paths after system outages. You face a distinct hiring tradeoff here between someone who manages teams and someone who writes the actual control logic. We favor candidates who prioritize writing internal policy over delegating supervision. We probe their past work to see if they personally mapped data flows during software implementation cycles. If they cannot provide a direct explanation of their error detection methods, we remove them from consideration for your review.
- 01Over-delegating tasks to junior staff without building an audit process for checking output.
- 02Ignoring the technical configuration of software, assuming the system works perfectly by default.
- 03Failing to document credit policies, leading to inconsistent enforcement across customer segments.
03
The search in three steps
- 01We define the specific transaction volume and software stack to filter out low-complexity candidates.
- 02We interview candidates specifically on their methods for preventing internal control failures.
- 03We present only individuals who demonstrate current, hands-on control over high-volume financial cycles.
How your Finance Shared Services Manager 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 is a fee due for finding someone to audit automation flows and AP?
No upfront fee. You pay only if you hire.
How do you define the decision rights for this manager?
This manager decides how to apply credit limits and approve vendor payments within your set budget. They report to the Controller or CFO and own the daily execution of financial workflows.
Can you find a candidate for a remote or seasonal need?
Yes, we adjust our search criteria to match remote or seasonal requirements. We focus on candidates who have proven they can maintain operational accuracy in those specific setups.
Do you contract or employ these finance managers?
We do not employ, pay, or insure any workers. All hires are your direct employees and report to your management team.
How soon will I see a Finance Shared Services Manager 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 Shared Services Manager hire?
We ask every Finance Shared Services Manager 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 Shared Services Manager 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?
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What does the published pay data show?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports Finance Shared Services Manager 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