Role and industry
Project Accountant, General Contractor Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire accountants who trace construction job costs to the source instead of treating them like general office expenses that erode your margins.
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 firm loses cash when accounting lags behind field operations. A project accountant acts as the link between your project managers and the general ledger. They must reconcile job costs against estimates daily rather than waiting for month end. If they do not find budget variances early you only see the loss after the work is complete. You need someone who tracks construction revenue instead of someone who only records generic invoices.
Construction accounting requires focus on work in progress schedules and over or under billings. Without this accuracy your reports to stakeholders become unreliable. Your hire must show how a change order shifts total project profit and how they capture those adjustments immediately. They should call field personnel to verify progress rather than relying on stale data sent from a separate office. They own the accuracy of your project financial health.
Candidates move because their current firm uses manual spreadsheets that prevent them from doing accurate work. They want a firm that uses industry standard software to record data correctly. They leave a company that treats them as data entry clerks to find a role where they work with project managers on financial strategy. If you provide a firm with clear, defined systems you win the attention of professionals who know how to manage construction financial work.
02
What do we check before you see anyone?
- 01We verify their ability to build work in progress schedules and fix revenue recognition errors before they trigger bank covenant issues.
- 02We check their experience with subcontractor compliance, specifically how they track lien waivers and insurance certificates to prevent legal risks from poor documentation.
- 03We confirm their use of Sage 300 CRE or Viewpoint Vista by asking how they use these systems to drive accounting logic during the daily work cycle.
- 04We require proof they have managed high volume transaction environments, specifically balancing daily field costs against internal controller reporting schedules.
- 05We probe their history with change order accounting, forcing them to explain how they reconcile field budget adjustments against original contract terms and subcontractor payment applications.
- 06We assess their communication style with field superintendents to check if they can request missing documentation without stopping project work.
03
Where do we find them?
Our outreach targets people currently working at general contracting, heavy civil, and mechanical firms. These people know the daily pressure of construction site finance. We do not look for accounting staff from retail or general service industries because they lack experience with job cost management.
We approach people who want a new environment because their firm uses outdated, manual systems that limit their growth. These candidates want to join firms that invest in better ERP platforms and offer a clearer role in the project lifecycle. They prefer to work where their technical knowledge of construction accounting has a direct effect on the profitability of projects.
04
Which hiring mistakes should you watch for?
- 01Hiring based on general accounting titles, assuming a corporate accountant can transition into a project role without experience in job costing or subcontractor billing.
- 02Ignoring the lack of specific software experience, which forces your senior staff to spend months training a new hire on the basic mechanics of your internal systems.
- 03Overvaluing total years of experience while ignoring whether the candidate actually performed the daily reconciliation work, leading to hires who understand theory but fail in a high volume environment.
05
The search in three steps
- 01We conduct a diagnostic session to define your project software and reporting needs, targeting only candidates who have direct experience in your specific work environment.
- 02We perform targeted outreach to find employed, high performing accountants, focusing on their demonstrated history of managing complex project finance tasks rather than waiting for public job applications.
- 03We manage final interviews where we assess their command of construction accounting and how they interact with field operations, checking if they fit your existing culture and workflows.
06
Which related hiring decisions are worth comparing?
How your Project Accountant 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
When can I expect a shortlist?
The timeline depends on your project needs and our current candidate outreach. We provide updates as we qualify people and prioritize finding the right person over arbitrary speed.
How do you confirm a candidate's actual history with job costing?
We evaluate their history through detailed discussion of their past project accounting tasks. We focus on how they solved specific job costing or compliance problems in their previous roles.
How do you confirm a candidate will decline a counteroffer? Describe how you address potential retention offers during the interview.
We manage the communication to address potential counteroffers early in the process. We prepare candidates for the decision to move to confirm they are firm in their choice before they resign.
Is this search confidential?
We protect your identity until we establish interest with a qualified candidate. We discuss the disclosure approach with you before we begin any outreach to the broader market.
How do your fees work?
Your search involves no risk to your budget. We only invoice a fee if you decide to hire a candidate under our written terms.
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 Project Accountant 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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