Finance role
Financial Analyst II Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: How to automate your reporting using driver-based models instead of manual updates
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 involves owning the creation of your budget and forecast cycles. You need someone who builds driver-based models that connect to sales and operations realities. They must manage the data flows between your accounting records and projections without constant guidance.
We prioritize candidates who treat the three-statement model as a tool rather than a spreadsheet exercise. They should use Anaplan, Adaptive, Pigment, or OneStream to automate reporting instead of manually updating rows. If they cannot explain how a change in revenue growth impacts the balance sheet cash position, they are not ready for this level of responsibility.
Ask candidates to walk you through a specific instance where they identified a variance in a monthly close and corrected the forecast. What was the core driver of the deviation? How did they translate that technical finding into a recommendation your leadership team could act on immediately?
02
What do we check before you see anyone?
We check each candidate against these six benchmarks so you see only individuals ready for your specific daily tasks.
We begin by mapping your specific budget cadence against the technical requirements of your existing software environment. We require a direct conversation about where your current model architecture breaks when data loads fail or logic errors appear in the P&L. We ask candidates to prove their knowledge by explaining how they handle circular references or hard-coded assumptions in inherited files. You must decide whether you prioritize a candidate who builds clean logic that takes longer to construct or one who delivers functional results quickly using patch-heavy workarounds that demand constant maintenance. We verify if the candidate prefers building from scratch to understand every data hook or if they rely on existing templates they cannot modify themselves. We confirm if they have actually managed a balance sheet forecast during a period of operational contraction.
- 01Three-statement modelingWe verify the candidate can build a P&L, balance sheet, and cash flow statement from scratch. The model must balance and reflect logical business drivers.
- 02EPM tool proficiencyWe confirm hands-on experience in platforms like Anaplan, Adaptive, or OneStream. Using software is non-negotiable for current reporting standards.
- 03Variance analysisWe check their ability to dissect actual results against a budget. They must show they understand why a number changed, not just that it changed.
- 04Data integrityWe test their Excel skills to confirm they use clean lookup formulas and structured layouts. They should prioritize error prevention in every workbook.
- 05Communication logicWe assess whether their written explanations of financial performance are clear, concise, and focused on operational outcomes.
- 06Tenure and growthWe look for a pattern of progressive responsibility within their previous assignments, confirming they owned the modeling process rather than just inputting data.
03
Where do we find them?
We source these candidates from internal finance teams at comparable commercial organizations. Ideal candidates often work in high-growth environments where budgets change monthly. They typically look to move when their current role becomes purely transactional or when they have hit a ceiling with manual modeling tools.
We also look at candidates currently in operational finance roles at larger companies who want to move into more centralized planning and analysis work. A change is often triggered by a desire to gain ownership over a specific business unit or product line P&L. They are ready to leave when their existing department prevents them from participating in high-level strategic modeling.
04
Which hiring mistakes should you watch for?
Common errors occur when firms prioritize generic titles over specific software and modeling capabilities.
- 01Overvaluing candidates who focus on high-level strategy without the ability to perform detailed variance analysis or manage model architecture.
- 02Ignoring the difference between a candidate who can maintain a model and one who can troubleshoot the logic when the data does not reconcile.
- 03Failing to confirm the candidate can present their findings to non-financial stakeholders, resulting in analysis that stays trapped in the finance department.
05
The search in three steps
Our process focuses on your specific needs from the start.
- 01We define the scope and modeling requirements with you to build a shortlist of candidates with relevant EPM and planning experience.
- 02We screen against the stated requirements and verify their technical capabilities through direct questioning on their previous modeling work.
- 03We present only those candidates who meet your criteria. You decide who to interview. You pay only if you hire the person introduced.
How your Financial Analyst II 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 happens if we do not find the right candidate?
We continue the search until you hire a candidate you are satisfied with. We only earn a fee when you decide to extend an offer and the candidate accepts.
When do we pay for finding someone who manages the mechanics of forecast cycles?
No upfront fee. You pay only if you hire.
How do you verify their technical skill level?
We ask specific questions about how they structure their models and handle data discrepancies in tools like Anaplan or Excel. We also look for evidence of how they have managed complex variance cycles in their past roles.
Does this role include managerial responsibilities?
This role is focused on individual contributor tasks and technical analysis. Decision rights are limited to the accuracy and structure of the financial models.
Can you fill this vacancy on a project or term-limited basis?
Yes, we can support contract, temp-to-perm, or busy-season arrangements. We will define the terms for these engagements based on your specific requirements.
What is the fee for a Financial Analyst II 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 Financial Analyst II 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 Financial Analyst II hire?
We ask every Financial Analyst II 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 Financial Analyst II 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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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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What does the published pay data show?
$102,740 national annual median. SOC 13-2051: Financial and Investment Analysts.
BLS reports Financial and Investment Analysts, not a separate wage for Financial Analyst II. This broader occupation does not distinguish seniority, work arrangement or language requirements.
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