Role family
Finance Systems and Transformation Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: You need a worker who can fix broken configurations and manage your financial data architecture without causing errors during the monthly close.
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
Director of Finance Systems
Finance Systems Manager
Financial Systems Analyst
NetSuite Administrator
Sage Intacct Administrator
SAP FICO Analyst
Oracle Financials (ERP) Analyst
Workday Financials Analyst
EPM / Planning Systems Manager (Adaptive, Anaplan, OneStream)
Finance Transformation Director
Finance Data / BI Analyst
Senior Financial Systems Analyst
01
What does this hire really come down to?
Your finance systems hire manages your accounting software. Ask them to explain how a journal entry moves through their last system. If they only know button sequences, they will struggle when your data feed breaks during the close. You need someone who distinguishes between a bug in the code and a wrong user setting.
Transformation requires a person who thinks about system scale. Ask them to describe a past design flaw that corrupted audit logs. A person who cannot detail how their build impacted data integrity will force a rebuild of your system within two years. Look for the person who documents custom scripts and performs UAT before moving updates to live status.
You need someone who speaks both accounting and code. Ask them to explain a time they blocked a request from an executive that would have broken an audit rule. Can they convert accounting requirements into structured workflows that function without daily emergency support from IT? How do they document these workflows for your team?
02
What do we check before you see anyone?
- 01We verify they built system configurations and mapped data for specific ERP or EPM modules rather than acting as a project manager.
- 02We ask how they reconcile sub-ledgers and resolve discrepancies inside the software during high-pressure reporting windows.
- 03We check their work on user permissions to see if they restrict access to prevent accidental data changes.
- 04We force them to list past migration failures and ask specifically how they cleaned data or corrected field mapping errors.
- 05We ask how they maintain API connections and how they troubleshoot sync errors between the core ledger and external bank feeds.
- 06We present a scenario where a department head demands a change that violates audit rules to see if the candidate says no.
03
Where do we find them?
We target people in implementation roles at consultancies or working inside small finance teams where they own every task. These people gain skills by fixing broken code in live environments under pressure. They look for new work when they feel stuck in a maintenance cycle with no chance to build new architecture.
We also find people in firms that just finished a difficult multi-year system migration. These workers know how to clean corrupt data and optimize a platform that was built poorly during the first launch. They do not watch job boards and only leave their firm when they gain direct authority over the next system build.
We identify prospects by searching for individuals currently managing legacy ERP environments that lack automated reconciliation tools. Many finance systems experts become frustrated when their current employer refuses to invest in modernizing data feeds or integrating cloud-based reporting modules. You should ask these candidates to describe the most outdated manual process they currently manage and what technical hurdles block them from replacing it with a script or a direct API link. If they cannot identify specific roadblocks like database schema limitations or restricted administrator rights, they likely lack the authority or the depth to own your system architecture. We probe whether they have successfully argued for technical upgrades to finance leadership, as this signals they can act as a bridge between your accounting requirements and software capabilities.
04
Which hiring mistakes should you watch for?
- 01Clients prioritize candidates from massive firms who worked on large teams, forgetting that those individuals often functioned as a small part of a larger machine.
- 02Hiring managers match job titles rather than checking the specific work scope, leading to the selection of staff who cannot build a workflow.
- 03Businesses assume an external consultant can function as an internal system owner, forgetting that internal work requires a commitment to long-term data quality.
05
The search in three steps
- 01We list your exact software stack and accounting challenges to target only people who have solved the problems blocking your team.
- 02We contact passive workers who match your environment and use technical questions to determine if they build tools or just observe.
- 03We provide only the people who show the technical depth to handle your financial data, leaving final hiring decisions to you.
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 realistic timeline for completing this search?
We update you once we start the search. We prioritize finding the person who meets your technical requirements over meeting an arbitrary date.
What questions should we use during interviews to verify a candidate's technical depth with system configurations?
Ask them to explain how they diagnose errors in system code. You should focus on their logic when building new processes.
What do you do if a candidate is presented with a counteroffer after our interview process?
We ask candidates early about their reasons for leaving so we know if money is the only factor. A person who stays after a counteroffer rarely stays long, so we focus on those seeking growth.
Can we conduct this search without our firm name being shared publicly?
We discuss search discretion and agree on a plan before we start. We do not disclose your company name until we establish a candidate has real interest.
At what point are your services paid for in this recruitment?
You pay a fee only when you hire one of our presented candidates. All terms are listed in our standard 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.
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 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.