Role and industry
Full-Charge Bookkeeper, Specialty Subcontractor Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: You require a financial operator who forces your project job-costing to reconcile with cash-in-bank every single week to identify margin gaps.
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?
Your profit depends on how quickly you bill clients and how effectively you track lien waivers. A clerk who only knows general accounts payable cannot identify when a project runs over budget. You need someone who maps job-site activity to the general ledger. Ask them what happens when a client refuses to pay because the insurance certificate expired on the job. If they cannot explain how that stops a payment draw, they will cause you cash flow gaps.
Your bookkeeper sits between your field foremen and your bank. Ask the candidate how they get a project manager to turn in receipts by Friday. If they wait for a monthly stack of crumpled paper, you will lose money on unbilled change orders. Ask them which specific clause in your client contract dictates when you can submit a billing request. If they cannot identify the trigger for a draw, they cannot protect your revenue.
A qualified candidate explains how they track progress against a budget and stop over-billing before a project loses money. They must manage multi-state payroll tax, perform weekly bank reconciliations, and enforce vendor payment authorization limits. Ask them to describe their step-by-step internal process for verifying a vendor invoice against a signed contract before issuing any payment.
02
What do we check before you see anyone?
- 01We ask the candidate to trace specific labor and material costs to a single project code to see if they spot a margin variance.
- 02We ask them to describe the difference between a conditional and unconditional lien waiver and why you need them to clear a payment.
- 03We have them build a job-profitability report in Sage 100 Contractor or QuickBooks Desktop to see if they understand the data hierarchy.
- 04We ask how they report prevailing wage and certified payroll to verify compliance and avoid government penalties. Ask which specific payroll codes they map to project labor reports when wages vary by locality.
- 05We look for a process where they match every vendor invoice against a valid certificate of insurance before authorizing payment.
- 06We ask how they confront a general contractor who is sixty days past due on a payment without stopping project work.
03
Where do we find them?
We recruit from electrical, mechanical, and HVAC firms that operate on tight margins. These people rarely look for jobs on boards because they manage month-end closings and constant project updates. They change jobs when their current firm stops growing and they no longer have room to increase their financial oversight or improve internal audit processes.
We look for those who moved a company from basic spreadsheets to full construction accounting software. We find people who like the direct result of a finished project payout. We talk to people who hold credentials in construction accounting and keep active in trade associations.
04
Which hiring mistakes should you watch for?
- 01Hiring from retail or general office work, which results in a candidate who cannot track project-specific job-costs and causes training lag.
- 02Treating a general clerk as a full-charge bookkeeper, which forces you to do the accounting yourself instead of offloading the work.
- 03Judging candidates by high-level titles from service industries where they did not manage construction-specific billing or retainage.
05
The search in three steps
- 01First, we analyze your current software setup and reporting errors to define the exact accounting controls your next hire must manage.
- 02Second, we interview construction bookkeepers about how they resolve lien disputes and manage complex job-costing scenarios.
- 03Third, we provide candidates who have a record of reporting to owners and flagging accounting risks before those risks deplete your cash.
06
Which related hiring decisions are worth comparing?
How your Full-Charge Bookkeeper 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
Can you provide an estimate on when the first candidates will be available for review?
We start contacting candidates the day you engage us. You will see the first qualified applicants within two weeks depending on the regional market.
How do you assess if an applicant can handle the intensity of our field-focused culture?
We ask how they handled a specific confrontation with a project manager who refused to track receipts. We look for the candidate who describes how they enforced the rules without shutting down site progress.
Do you provide temporary or interim personnel if we face a sudden bookkeeper departure?
We focus solely on permanent placements. We do not provide temporary or interim staff.
How do you protect our identity when approaching potential candidates?
We describe your firm’s project volume and accounting needs during initial calls. We never disclose your company name until we determine the candidate matches your specific requirements.
How do you calculate fees for a Full-Charge Bookkeeper hire? You pay only upon successful placement once we have signed a formal agreement.
You only pay the fee once the candidate starts working for you. We define the specific payment terms in the contract we sign before we begin the search.
How soon will I see a Full-Charge Bookkeeper 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 Full-Charge Bookkeeper hire?
We ask every Full-Charge Bookkeeper 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 Full-Charge Bookkeeper 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.
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