Role family
Public Accounting: Audit, Tax and Advisory Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire accountants who manage the engagement lifecycle from project kickoff to final review and identify technical errors in existing firm workflows. Can they demonstrate this with a specific audit example?
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
Audit Partner
Audit Senior Manager
Audit Manager
Audit Senior
Experienced Audit Associate
Employee Benefit Plan Audit Manager
Tax Partner
Tax Senior Manager
Tax Manager (CPA firm)
Tax Senior
Experienced Tax Associate
Transaction Advisory (QoE) Manager
Valuation Manager
Forensic Accounting Manager
Accounting Advisory Manager
Risk Advisory (SOX) Manager
Client Accounting Services (CAS) Manager
Audit Supervisor
01
What does this hire really come down to?
Your firm relies on practitioners who treat technical accuracy as a baseline. An audit lead handles engagement standards by supervising staff and documenting findings. They flag risks before fieldwork begins and confirm that every financial statement follows current regulatory rules. The primary risk involves hiring a person who needs constant partner intervention to resolve accounting conflicts.
Tax professionals succeed when they combine technical planning with speed during filing deadlines. The right hire manages high-volume schedules and spots errors or liabilities in client portfolios. If a hire cannot explain the logic behind a complex tax position or the impact of a specific IRC code change, they are not ready for a senior role.
Advisory work requires moving between data analysis and client communication. Whether performing valuation models or due diligence, the hire must translate raw data into clear advice. A recruit views their role as an extension of the partner, handling the technical work while managing client expectations. If they fail to bridge the gap between software outputs and client needs, they do not fit the requirement.
02
What do we check before you see anyone?
- 01We verify active CPA license status and progress toward state-specific requirements to confirm they are authorized to sign off on work products.
- 02We audit their history with software platforms like CCH Axcess or Sage Intacct to confirm they use these tools daily within a firm ecosystem.
- 03We confirm their hands-on engagement management experience, asking for details on how they handled the transition from junior staff oversight to team accountability during busy cycles.
- 04We test their ability to explain complex ASC standards or tax code nuances to confirm they defend their findings when pressed by stakeholders or regulators.
- 05We probe their past client interaction records to verify they have corrected client errors or explained findings without damaging the long-term business relationship.
- 06We examine their past transition points, looking for evidence they moved to roles involving greater complexity or team accountability.
03
Where do we find them?
We source from regional and national public accounting practices where performance standards are rigid. These professionals manage audits or tax portfolios but lack the growth trajectory to reach partner status. They change jobs when they find a firm offering a specific industry niche or a more efficient client service model.
Our outreach includes advisory boutiques and forensic shops where candidates operate under high billable intensity. These individuals change jobs when their current firm shifts priorities away from the service lines they perform daily. We connect with them because they deliver complex advisory work and seek to apply their skills in a more structured firm.
04
Which hiring mistakes should you watch for?
- 01Hiring based on a resume title that implies seniority without verifying the actual complexity of the engagements they directed or the autonomy they maintained.
- 02Ignoring the mismatch between their previous software environment and your own, which forces them into a steep learning curve that reduces their output capacity.
- 03Failing to confirm they can handle direct client feedback, which causes performance problems once the new hire is placed in front of your clients.
05
The search in three steps
- 01We map the functional reality of your firm needs, identifying the exact software and industry niche background required to prevent a training burden on your partners.
- 02We conduct direct outreach to passive, employed practitioners at peer firms, discussing the specific professional challenge of your role to confirm they are motivated by the work itself.
- 03We manage the selection process by conducting technical interviews that probe their problem-solving history, confirming they are prepared to produce results from their first full month.
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 do you structure the search when we do not have a fixed hiring deadline?
We define your technical requirements and identify potential candidates. We provide updates as we engage professionals, which lets the search move at the pace of the active market.
How do you verify if their software proficiency matches our specific firm stack?
We conduct interviews focused on their engagement history and software use. We verify they have solved the specific accounting or advisory problems your firm faces.
How do you protect the candidate from staying if their current firm makes a counteroffer?
We talk to candidates early about the risks of staying. We focus only on individuals who have already made the decision to change firms.
How do you handle the disclosure of our firm identity during outreach?
We agree on the disclosure level for every outreach attempt. We discuss the nature of the role without naming you until the candidate shows genuine interest.
At what point is the contingency fee owed?
Your budget remains protected until you officially extend an offer. Payment triggers upon a successful hire based on the signed fee agreement.
How soon will I see a finance 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 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.