Finance role
SEC Reporting Manager Recruiters
Financial Headhunters: Hire an SEC Reporting Manager to handle 10-Q and 10-K filings, manage audit document requests, and defend technical accounting conclusions.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
Executive-search discipline at every level, with conversations shaped around the work.
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.
- External Reporting Manager
- SEC Reporting Supervisor
- 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?
The SEC Reporting Manager acts as the final reviewer for financial statements during quarterly and annual closes. Ask them to describe their specific process for drafting a 10-K from the initial data pull through the final EDGAR submission. We need someone who identifies discrepancies in the general ledger before they appear in the footnotes. A good candidate shows us the exact steps they took to reconcile complex balance sheet accounts during their last close.
Operational gaps in reporting occur when managers cannot anticipate auditor inquiries regarding revenue recognition or lease accounting. Ask them which specific documents they prepare to support a technical accounting position before an auditor asks for them. A candidate who delegates these tasks without verification creates risk for the firm. We look for those who verify every trial balance mapping and maintain a clear log of control procedures for every reporting period.
Candidates often seek new roles when their current firm removes their access to the full filing process. They want to move from supporting a larger team to owning the narrative and documentation of the entire filing. We look for individuals who prefer working with the underlying data over managing administrative project trackers. A candidate who expresses frustration at not being able to draft complex footnotes is often ready for this level of accountability.
02
What do we check before you see anyone?
- 01We verify they personally wrote the 10-K and 10-Q footnotes rather than just editing or formatting drafts written by others.
- 02We ask them to explain their workflow in Workiva to see if they handle the tagging and cross-referencing process without external technical support.
- 03We ask how they responded when an external auditor questioned a specific technical accounting conclusion during the last year-end audit.
- 04We confirm they know the requirements of Reg S-X and SAB by asking how they handle specific disclosure gaps identified in previous filings.
- 05We test their ability to manage a close calendar by asking how they force cross-functional teams to provide data ahead of the filing deadline.
- 06We check their specific improvements to control environments to see if they can prove their work reduced the number of audit adjustments.
03
Where do we find them?
We target managers in the reporting departments of public companies where filing deadlines are fixed and penalties for delays are real. We also approach seniors at audit firms who currently spend their time auditing the public filings of their clients. These individuals face the same regulatory pressure you do and understand exactly what is needed for a clean review.
They want to move when their current scope narrows to a single account area. They seek companies where they can act as the primary contact for auditors and own the full technical reporting function. They apply to roles that offer a larger footprint in the financial production process.
04
Which hiring mistakes should you watch for?
- 01Hiring someone who spent their career preparing sections of a report but never owned the entire filing process and the final auditor relationship.
- 02Assuming a candidate with strong administrative skills can write technical accounting memos without experience performing the actual GAAP analysis.
- 03Failing to ask how the candidate defended their positions when auditors disagreed with their technical accounting interpretation.
05
The search in three steps
- 01We map your filing requirements to the industry-specific accounting complexities the candidate has actually handled in their past roles.
- 02We ask candidates to describe their process for writing technical memos and how they handled specific disagreements with auditors during a close.
- 03We verify the candidate has a track record of meeting filing deadlines while keeping their audit adjustment logs clean and documented.
How your SEC Reporting Manager search runs
How does The Six-Step Search work?
Research, direct conversations and professional judgment, with follow-through through the offer.
Search Calibration
We establish what this person must own: reporting demands, systems responsibilities, team, decision authority and first-year needs. We ask what would make an otherwise good candidate wrong for this job.
You get: An agreed search brief and a clear basis for judging fit.
Market Mapping
We research relevant operating environments, not just matching titles. An owner-led business, a portfolio company and a regulated lender can need different experience from someone with the same job title.
You get: A reasoned research direction, with scope differences made explicit.
Professional Contact Intelligence
We research professional ways to contact the people identified. Finding a name is a starting point; it does not establish availability, interest or fit.
You get: A route to a professional conversation, not simply a candidate list.
Persistent Personalized Outreach
We contact people directly about the actual work and follow through on the conversation. We explain the remit and discuss whether a move could make sense. Not everyone will answer or want to move.
You get: A candid view of interest, objections and the tradeoffs in your opportunity.
Live Candidate Qualification
We discuss what each person actually owned, the complexity involved, their reasons for considering a move, compensation expectations and practical constraints. The questions fit the assignment, from a staff accounting seat to CFO.
You get: A candidate account of relevant ownership, with gaps left visible.
Candidate Intelligence and Process Support
Written recruiter context explains relevant experience, strengths and remaining questions. After introduction, we gather feedback, resolve questions, discuss changed requirements and support interviews and offer decisions. You retain the hiring decision and technical assessment.
You get: Continuity through the offer, rather than a handoff that ends at an introduction.
Questions people ask
Do you target passive candidates who are not actively searching for new roles?
We contact managers who are currently employed and successful in their roles. These individuals do not apply to job boards, so we engage them directly to discuss their work experience.
Can we schedule interviews while our team is deep in a filing deadline?
We coordinate all scheduling around your specific reporting cycle. We do not disrupt your team during the final days of a filing.
How much does direct industry experience outweigh technical proficiency with SEC standards?
Technical ability to handle SEC standards is the priority. Industry experience is helpful, but the ability to defend a position to an auditor is more important.
What is your process for agreeing on the disclosure of our firm identity?
We confirm your identity to candidates only after we verify they are a fit for your needs. We agree on the timeline for this disclosure before we contact anyone.
Are there any fees owed if we choose not to hire a presented candidate?
You pay a fee only if you hire a candidate we present. There are no costs if you do not find a match.
How soon will I see a SEC Reporting 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 about counteroffers on a SEC Reporting Manager hire?
We ask every SEC Reporting Manager 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 SEC Reporting 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.
Not ready to start a search?
Get a practical read on the talent market or the job description. No fee or obligation.
What does the published pay data show?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports SEC Reporting 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