Role family
SEC Reporting, Technical and Revenue Accounting Recruiters
Financial Headhunters: You need a hire who manages complex SEC filings and ASC standards without needing constant oversight from the controller or external audit partners.
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.
- 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
VP SEC Reporting
Director of SEC Reporting
SEC Reporting Manager
Senior SEC Reporting Accountant
Director of Financial Reporting
Financial Reporting Manager
Senior Financial Reporting Accountant
Director of Technical Accounting
Technical Accounting Manager
Accounting Policy Manager
Director of Revenue Accounting
Revenue Accounting Manager
Revenue Accountant
Stock Compensation Accountant
Senior Technical Accountant
SaaS Revenue Accountant
01
What does this hire really come down to?
SEC reporting roles exist to solve problems between rigid GAAP rules and your specific business model. You need a person who builds disclosures based on ASC standards for revenue or debt rather than waiting for external auditors to suggest changes. This person must interpret guidance independently to avoid the cost of outside consultants on every transaction.
Your candidate acts as a filter for accounting errors. They write the memos that convince auditors to sign off on the close. A productive candidate anticipates how new contracts change GAAP disclosures before they hit the financial statements.
This role maintains internal controls. A capable hire finds weaknesses in data gathering before those weaknesses turn into material weaknesses during a review. They improve documentation flow to reduce the time it takes the controller to sign off on public reports.
02
Where do we find them?
We recruit from large audit firms and public companies. These candidates are used to filing deadlines and the pressure of public scrutiny. A person might leave because their current firm assigns them small tasks while they want ownership of the entire filing roadmap.
We identify candidates in SaaS firms with complex revenue models or companies with difficult debt structures. They want to move from high-volume audit work to a single company where they can own the reporting process and see the results of their accounting decisions.
To find candidates who own the filing roadmap rather than just supporting components, we target professionals at firms navigating specific debt restructurings or revenue recognition shifts that mirror your recent financial activities. These individuals often seek a move because their current role limits their exposure to the final drafting process, restricting them to narrow sub-ledgers. To determine if they will work well in your environment, ask them to walk you through a recent disclosure change they pushed through independently. If they describe the specific ASC paragraph they cited to win an argument with an external auditor, they possess the practical autonomy you require. If they respond by mentioning committee approvals or management consensus as their primary method of progress, they are accustomed to a hierarchy that prevents the independent decision-making needed for this role.
Many potential candidates view a transition as a chance to trade the high volume of a massive public entity for the deep, complex reporting ownership of your specific business model. The primary tradeoff involves moving from an environment where they have large support systems for every minor adjustment to your setting where they must personally maintain data integrity across the reporting cycle. We ask candidates to identify a time they had to defend a non-standard revenue treatment to an audit partner under a strict deadline. A strong answer describes the technical data they gathered, the specific risks they mapped, and how they balanced the accounting outcome with the need to meet the filing window. If the candidate relies on software presets rather than manual memo construction, they will not be able to produce the work required to reduce your current reliance on outside consultants.
- 01MistakeHiring based on titles from similar-sized companies. We check if their actual accounting tasks match your specific ASC needs.
- 02MistakeHiring someone who managed a large team but stopped writing their own technical memos. We check if they still know how to produce the work.
- 03MistakeAssuming a candidate wants a production role when they seek a strategy title. We confirm they are willing to execute the filings themselves.
03
The search in three steps
We define your ASC filing volume and specific technical challenges to identify what the candidate must know before we start the search.
We contact individuals working in relevant accounting roles and vet their technical depth regarding your specific filing requirements before introducing them.
We manage the interview schedule to focus on technical tests and their plan to handle your audit timelines and reporting pressure.
How your 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
What determines the speed at which I see candidates for this technical role?
We start outreach after we agree on the technical scope. You see candidates as soon as we find people who pass our audit of their technical work and show interest in your reporting environment.
How do you assess if a candidate has the technical fluency to handle our specific filing cycles?
We move past the resume and discuss their specific work with ASC standards and filing cycles. We check their technical history and how they resolved specific audit issues in their past work.
What is your process for handling a candidate who is tempted by a current firm counteroffer?
Counteroffers are common in this field. We stay in contact with the candidate to check that their reasons for leaving are concrete and they are prepared for the change.
Can you keep this search private to maintain focus within our current accounting team? We conduct all outreach using specific role requirements rather than disclosing your name until the final interview.
We agree on the disclosure approach before we contact anyone. We protect your identity while vetting candidates to keep the search quiet.
Are all fee terms finalized in a written contract before you initiate the search?
Yes. You hire an SEC reporting lead through the terms listed in our signed 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.