Role family
Private Equity, Private Credit and Family Office Finance Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Target accountants who managed specific waterfall calculations and partnership tax filings for private investment firms.
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
Private Equity Firm CFO
Private Credit Fund CFO
Fund Controller
Fund Accounting Manager
Senior Fund Accountant
Fund Accountant
Management Company Controller
Real Estate Fund Controller
Hedge Fund Accountant
Portfolio Monitoring Manager
Fund Valuation Manager
Investor Reporting Manager
Private Credit Loan Operations Manager
Family Office CFO
Family Office Controller
Family Office Senior Accountant
Fund Accounting Director
01
What does this hire really come down to?
Your firm needs a finance lead to own fund accounting and partner reporting. We look for individuals who perform carried interest and partnership tax calculations as their daily routine. This person produces quarter-end reports from raw asset data without administrative support.
We look for candidates who identify when a fund administrator miscalculates a carry or fails to reconcile a multi-entity structure. You need someone who runs the audit process and files regulatory paperwork to catch errors before those reports reach your partners.
We focus on people who managed accounting systems during periods of high deal volume. This person integrates portfolio company data into internal systems and meets requirements for registered investment adviser filings.
02
What do we check before you see anyone?
- 01We verify the candidate has manually performed ASC 946 waterfall models and capital call calculations.
- 02We confirm their specific usage of software such as Investran, eFront, Allvue, or Yardi to structure internal data flows.
- 03We ask how they handled tax distribution schedules and adjusted partner capital accounts for management companies.
- 04We ask for examples of when they identified a fund administrator error or forced a revision of reporting timelines.
- 05We review their specific role in past financial audits and valuation support tasks under ASC 820.
- 06We ask how they translate complex performance metrics into summaries for partners during capital raising.
03
Where do we find them?
We recruit from fund administration firms and audit practices where candidates have spent years processing your specific investment structures. These people look for new work because they want to manage one internal investment platform rather than managing a high volume of disconnected client files.
We also recruit from peer investment firms where the candidate seeks more control over accounting strategy. People often look for new roles when their current firm limits their influence over internal controls or when they stop learning new fund lifecycle stages.
We also source from investment firms where the candidate has reached a ceiling in their ability to influence financial strategy. These accountants are often discouraged because their current firm relies on external parties to handle technical waterfall calculations or complex tax distributions. We target those who want to move from administrative record-keeping to direct oversight of fund lifecycle management. Does your role allow them to lead technical decisions on waterfall models? We ask these candidates to describe the most complex partnership tax issue they solved without relying on an outside consultant. If they describe a specific manual fix for a carry miscalculation, we know they have the practical depth you require. We then ask you to determine if your firm needs this person to function as a hands-on technical lead or as a manager who oversees a third-party administrator. If you need a hands-on contributor but offer them a role that is purely administrative, the candidate will view the move as a step backward in their professional growth. You must decide if your current volume of deal activity justifies the cost of a full-time lead who spends their time deep inside your accounting software versus paying an external firm to manage those outputs.
04
Which hiring mistakes should you watch for?
- 01Hiring someone based on a senior title at a large firm without checking if they actually did the accounting work or if an internal team handled it for them.
- 02Choosing general corporate accountants who lack specific knowledge of private fund waterfall structures, partnership tax, and manual investment record maintenance.
- 03Hiring based on software certification while ignoring whether the candidate can fix accounting errors that occur when the software produces incorrect output.
05
The search in three steps
- 01We audit your current finance workflow to document the specific gap between your existing output and your goals for this new role.
- 02We contact individuals currently in fund roles who have documented experience with your asset class and reporting requirements.
- 03We provide candidates who pass our technical audit so you focus interviews on firm fit and long-term decision making.
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
How quickly can we expect a shortlist of qualified finance professionals?
We search our network immediately. We present qualified candidates within two weeks of you finalizing the requirements.
What specific interview questions should we use to test for technical failures?
Ask the candidate to explain how they managed a specific past reporting failure. Ask them to describe the process they changed to prevent that accounting error from repeating.
What is your process for managing candidates who get a counteroffer?
We determine the candidate's core reason for wanting to change firms during the search process. We use this information to create a strategy that addresses their specific motivation and secures their commitment.
Can you handle this search without disclosing our firm identity initially?
Yes, we discuss your firm as an investment mandate rather than naming the entity. We only disclose your identity once the candidate passes our initial technical and operational screening.
How does the search fee work for these finance roles?
We do not charge upfront payments for these searches. You pay a fee only after a successful placement is finalized in writing.
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.