Role family
FP&A and Strategic Finance Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire a finance lead who converts driver-based models into instructions for your board.
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
VP FP&A
Director of FP&A
FP&A Manager
Senior Financial Analyst
Financial Analyst (experienced)
Finance Business Partner
Commercial / Sales Finance Manager
Director of Strategic Finance
Strategic Finance Manager
VP Corporate Development
Corporate Development Director / Manager
Director of Investor Relations
Pricing Manager
Budget Manager
Financial Analyst I
Financial Analyst II
Financial Analyst III
Lead Financial Analyst
01
What does this hire really come down to?
Your company requires a finance lead who tracks more than history. The right candidate designs the framework for yearly plans and forecasts. They deliver figures that force your team to reconcile projections with cash flow and unit economics.
We look for individuals who can design and deploy performance management tools. What is the specific software they have used to build your forecasting framework? They leave firms where they have finished their system build or where leadership ignores data when setting strategy.
02
What do we check before you see anyone?
- 01We ask for proof of direct work with tools like Anaplan, Adaptive, or OneStream to verify they can maintain data integrity.
- 02We ask them to explain a specific deal structure or integration, checking if they use clear terms rather than hidden industry jargon.
- 03We verify if they have sat in the room to present the board deck themselves or if they only wrote slides for a manager.
- 04We ask how they build a driver-based model that scales to see if they create flexible tools or rigid, fragile systems.
- 05We review how they handle pushback from non-financial departments, checking if they use objective data to win arguments.
- 06We check if they have managed a full system implementation or a core shift in a company business model.
03
Where do we find them?
We source from finance teams at large firms that rely on complex systems but provide no room for strategic influence. These candidates are analysts who optimized their internal process but now face a dead end in a stagnant environment.
We also contact people who moved from investment banking or transaction advisory into operational roles. These people bring rigorous analytical habits and clear views on capital allocation, seeking a role where they see the impact of their own work.
To find candidates who are ready to build the systems mentioned in the project scope, we target finance professionals currently buried under manual reporting at large corporations. These individuals often hit a ceiling because their internal leadership treats finance as a scorekeeping function rather than a decision engine. We look for people who have successfully transitioned from spreadsheet heavy environments into roles where they implemented new driver-based modeling software. A major tradeoff occurs when a candidate is willing to leave a stable firm because they want to own a system architecture from start to finish. We ask them, when did you last convince a department head to change their spending behavior based on your model? If they describe a process of collaboration and clear explanation of unit economics, they are likely ready to take on the ownership role you need. If they only mention sending emails or tracking variance reports, they are still just scorekeepers.
We also source from transaction advisory groups where individuals are tired of constant client rotation and want to plant roots in an operational finance environment. These candidates frequently seek a move because they want to see the long term outcome of the models they create rather than just handing them over to a client. To see if your firm can offer this specific change, we ask, what part of your current firm’s business model do you disagree with and how would you change it? An answer that focuses on structural data gaps or poor capital allocation indicates they are thinking at a strategic level and are ready to challenge your budget owners. If their answer is generic or focused on culture rather than the financial mechanics of their current employer, they may not possess the initiative to design the new financial framework you require.
04
Which hiring mistakes should you watch for?
- 01Employers hire for industry labels instead of testing if a person can design and own a financial architecture.
- 02Managers describe the job as a reporting function and fail to ask if the candidate will challenge budget owners on their assumptions.
- 03Companies delay the search and settle for people who only know how to maintain broken processes instead of building new ones.
05
The search in three steps
- 01We map your current finance tools and your decision-support needs to identify the level of seniority you actually require.
- 02We interview candidates specifically on system implementations and ask them to explain their modeling logic when under pressure.
- 03We organize the trial phase where you test the candidate against your team to confirm their fit for your governance and strategy.
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 anticipated timeframe for receiving a shortlist for this role?
We provide a list of qualified people as soon as your search criteria permit. We prioritize fit over speed but expect to provide a candidate list within a few weeks.
How do you verify a candidate's methodology if the role requirements are newly defined?
We establish the mandate for the role with you first. We then force candidates to describe how they solve specific problems, which highlights their real work method.
How do you confirm a candidate is genuinely interested in leaving before we extend an offer?
We ask about their job search motivations long before any offer is discussed. We check that they are prepared to resign and not just using your offer for a counteroffer.
How is anonymity maintained when you start reaching out to candidates?
We manage all contact with discretion. We agree on a disclosure rule so that no information is shared until we verify both interest and intent.
What are the terms of payment when a hire is successfully made?
We work on a contingency basis where fees are due only upon a successful hire. All payment terms are set out in our written 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.
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.