Finance role
FP&A Manager Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire an FP&A Manager who creates functioning forecasting logic instead of maintaining static spreadsheets.
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.
- Financial Planning Manager
- Planning and Analysis Manager
- 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?
Your firm needs a manager who treats the budget as a map for business decisions. Many candidates focus on formatting cells while missing the operational reality that causes numbers to move. A hire must identify a variance, ask the department head for the specific cause, and adjust future projections based on those outcomes. This person stands between the general ledger and strategy. They must handle the stress of the monthly close while reporting numbers that accurately reflect the state of the business.
The move from reporting historical data to building a proactive system is the hardest hurdle. You need someone who explains why unit costs drifted or why revenue projections failed to materialize. Candidates who only use existing templates struggle when data inputs become messy or when the market shifts. A successful hire rebuilds the logic of your models to function during volatility without waiting for outside help or manual corrections during the close.
What is your process for influencing non-financial staff to follow budget limits? Describe a time you successfully required a department lead to cut spend. When a department lead refuses to cut spend, your manager must justify the limit with data. We reject candidates who cannot translate financial logic for non-accountants. You need a partner who prepares the exact evidence your board or investors will request before the meeting begins.
02
Where do we find them?
We recruit from companies that operate with the same financial constraints as yours. We target managers in lean teams where they build every model from a blank page, rather than employees in large firms where they only handle one small piece of the reporting process. These people leave when their current employer refuses to update broken processes or when they lack the power to own the full forecasting lifecycle.
We research practitioners at firms facing rapid growth or acquisition changes. These individuals know that clean, predictive data is the only way to manage a chaotic business. We find candidates who want to own the final output and the strategy, rather than just data entry. They change jobs when their capacity to drive the business exceeds the current firm's appetite for change.
We also look at firms where the finance function lacks the authority to challenge departmental spending, as these managers are often looking for a role that includes the mandate to hold leaders accountable for budget variances. The tradeoff that makes these individuals move is the chance to operate in a culture that treats the budget as a map for business decisions instead of just a spreadsheet to track historical data. We verify this alignment by asking candidates how they handled a situation where a department head disagreed with a necessary budget cut. If the candidate answers by saying they simply reported the variance, they do not possess the influence needed to manage your department heads. We look for candidates who explain the process of building the data evidence required to justify the cut to the department head directly. This reveals whether they have the experience to push back when operational leaders refuse to adjust their spending habits according to your financial targets.
03
Which hiring mistakes should you watch for?
Hiring a manager from a massive company who cannot build their own infrastructure without a team of support staff. Prioritizing software list items on a resume over the ability to fix a broken data model. Ignoring a candidate's lack of business partnering, which results in someone who creates accurate reports that operational managers never actually use.
04
The search in three steps
- 01We identify managers in firms with similar financial structures who currently own real P&L variance processes.
- 02We verify they built their own forecasting models and confirm their proficiency with your EPM or Excel requirements.
- 03You interview a list of professionals who describe how they will change your specific reporting cadence.
In this family
Healthcare providers (hospitals, physician groups, ASCs, senior living, behavioral)
OpenManufacturing and distribution
OpenTechnology and SaaS
OpenPrivate equity backed portfolio companies
OpenFintech and payments
OpenHospitality, restaurants and multi-unit franchise
OpenPublic companies and IPO-bound companies
OpenProfessional services firms (law, architecture/engineering, consulting)
OpenFP&A and Strategic Finance
Open
How your FP&A 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
How much time should we allow to pass before seeing a candidate list?
We focus on headhunting over volume. We provide a list of qualified candidates within a few weeks once we agree on the profile.
What do you look for to verify a candidate's experience in our industry?
We interview them on their specific modeling successes and their history of business partnering. We only present candidates who demonstrate experience solving the specific cash burn and margin issues you face.
How do you manage counteroffers or questions about search scope and capacity?
We watch for signs of candidate hesitation throughout the process. We define capacity needs and search scope before we start to keep expectations fixed.
What steps protect our company details during your outreach? We use a blind search approach to maintain privacy until the candidate passes our initial screen.
We keep your identity hidden until we confirm the candidate is a viable fit. We agree on the timing for revealing your company name before we reach out.
Is payment required only after a successful onboarding?
Yes, our search structure means you owe no fee unless you successfully hire a candidate. This ties our result to your requirement for a specific, high-quality output.
How soon will I see a FP&A 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 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 FP&A 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.
Related reading
- Hiring a FP&A and Strategic Finance team
- Positions we recruit in this family
- Credentials and licenses: what they prove
- How long a search takes and why
- Interview questions for FP&A Manager
- FP&A Manager Recruiters for Manufacturing and distribution
- FP&A Manager Recruiters for Technology and SaaS
- FP&A Manager Recruiters for Private equity backed portfolio companies
- FP&A Manager Recruiters for Healthcare providers (hospitals, physician groups, ASCs, senior living, behavioral)
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What does the published pay data show?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports FP&A 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