Finance role
Senior IT Auditor Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Testing IT general controls and ERP access security without disrupting daily operations or system availability.
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?
Who tests IT general controls and ERP access? Who identifies material system vulnerabilities?
The work involves executing detailed test plans for ITGCs and mapping them against regulatory frameworks. They must audit ERP access rights without disrupting daily system operations or causing downtime during sensitive financial closing periods.
Ask them to explain a time they discovered an unauthorized access path through a segregated system. Probe how they handle pushback from IT staff when audit findings require system changes that impact workload. Look for a balance of technical precision and practical risk assessment.
You need an IT Auditor who verifies controls and manages risk. Focus interviews on evidence. Ask them to walk you through a specific instance where they identified a material vulnerability in a production ERP environment. Expect them to detail the testing methodology used and how they documented that specific control gap for external reviewers. If they cannot explain the difference between a configuration oversight and a systemic access issue, they are not a fit. Probe their process for managing remediation timelines with IT teams. Ask how they balance compliance with system maintenance schedules. Look for candidates who provide specific examples of testing IT general controls in complex environments. Pay attention to their familiarity with CISA requirements and SOC reporting frameworks. If a candidate cannot describe how they mapped an audit finding to a risk framework, do not move forward. You need someone who minimizes risk without stalling system access or causing downtime. Ask what evidence they keep to prove testing steps hold up under external scrutiny. An auditor keeps records and understands the impact of findings on financial integrity. Demand proof of their history with ERP platforms and technical audit cycles.
- 01Check CISA certification status to verify foundational knowledge of control frameworks.
- 02Confirm they have independently drafted and finalized SOC 1 or SOC 2 report review summaries.
- 03Verify their experience with ERP access control testing for platforms like SAP or Oracle.
- 04Review their history of tracking remediation efforts for ITGC audit findings through to closure.
- 05Verify they know IIA Standards regarding independence and reporting during complex audits.
- 06Confirm they can perform process walkthroughs to identify gaps in data privacy and change management.
02
Where do we find them?
We source candidates from mid-sized public accounting firms where they manage multiple engagements simultaneously. We also look at established audit teams within financial institutions or large technology firms with heavy regulatory requirements.
Candidates consider moving when they have reached the end of their current project lifecycle or when their audit scope becomes repetitive. They often look for new exposure to emerging technologies like cloud-based infrastructure or specific regulatory shifts that demand different testing methodologies.
We prioritize individuals who have served as lead auditors on diverse client portfolios. These candidates bring a perspective on how various IT environments manage risk and demonstrate the flexibility to adapt to your specific internal controls infrastructure.
Before you interview anyone, we hold a scope conversation to map your current ERP architecture against your specific compliance calendar. We ask every candidate to provide a redacted testing workpaper or a detailed process narrative from a past audit to prove their documentation habits meet external reviewer standards. We specifically verify if they prioritize granular technical findings over high-level risk identification, which is a major hiring tradeoff. You must decide if you need an auditor who digs into every minor configuration discrepancy, which can slow down your internal IT teams, or one who focuses strictly on material gaps to preserve production speed. We screen for this by asking how they handle an audit finding that technically violates a policy but poses zero actual financial risk to your specific operations. This identifies who understands your business reality versus those who simply follow static checklists without considering your internal system constraints.
- 01Focusing only on the audit finding rather than the business process impact.
- 02Assuming IT teams have the capacity to patch all identified control gaps immediately.
- 03Neglecting to document testing steps clearly enough for external audit review.
03
The search in three steps
We follow these stages to secure the right person.
- 01We identify professionals with direct experience in ITGC and SOC reporting who are currently seeking a transition from public accounting or internal audit roles.
- 02We conduct an initial screening to verify their technical testing experience and ability to communicate audit results to non-technical stakeholders.
- 03We present qualified candidates for your interview process, managing scheduling and feedback until you reach a hiring decision.
How your Senior IT Auditor 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
Is there a cost to start the search for an auditor identifying system vulnerabilities?
No upfront fee. You pay only if you hire.
How does a Senior IT Auditor differ from an IT Manager?
The Senior IT Auditor evaluates controls and reports on risks, while the IT Manager operates and maintains the systems. The auditor possesses decision rights to challenge processes, whereas the manager holds authority to implement or change those processes.
How do you handle remote or seasonal needs?
We adjust our search to find candidates with proven histories of managing remote audits effectively. For seasonal surges, we confirm their availability for specific high-volume audit cycles before submission.
How do you determine if an auditor will clash with our existing IT team?
We ask candidates to describe their process for reporting a critical vulnerability to non-technical stakeholders. If they blame the IT team for the gap or demand immediate changes without suggesting interim workarounds, they are likely to create friction that stalls your core system maintenance and production work schedules.
How soon will I see a Senior IT Auditor 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 Senior IT Auditor hire?
We ask every Senior IT Auditor 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 Senior IT Auditor 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?
$83,680 national annual median. SOC 13-2011: Accountants and Auditors.
BLS reports Senior IT Auditor 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