Role family
Tax Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Building a tax department that manages compliance and planning instead of just reacting to reporting errors.
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
VP of Tax
Tax Director
Senior Tax Manager
Tax Manager (corporate)
Senior Tax Analyst
Tax Analyst
Tax Provision (ASC 740) Manager
International Tax Manager
Transfer Pricing Manager
State and Local Tax (SALT) Manager
Sales and Use (Indirect) Tax Manager
Partnership Tax Manager
Property Tax Manager
Trusts and Estates (Private Client) Tax Manager
Senior International Tax Analyst
01
What does this hire really come down to?
Your tax hire determines whether your company survives an audit or loses control over its own reporting. Most candidates look like experts on paper because they know the nomenclature of tax software but they lack the judgment required to handle exceptions or complex multi-jurisdictional issues. You need a technician who understands the difference between executing a process and owning the outcome of the tax function.
High-level tax professionals distinguish themselves by how they approach the provision. An average accountant treats tax as a data-entry exercise to complete a return, while a lead tax practitioner treats the return as the final verification of a long-term strategy. This hire must possess the ability to look at your current systems and tell you exactly where you are losing money or inviting unnecessary scrutiny from regulators.
You are buying a defense mechanism against financial volatility. A qualified person understands the impact of legislative changes on your specific corporate structure without needing constant guidance. We look for individuals who demonstrate an understanding of the balance between tax efficiency and operational speed, making sure that compliance does not become a bottleneck that prevents your core business from growing or adapting to new market conditions.
02
Where do we find them?
We source from professionals currently working in regulated environments where errors are not tolerated. These individuals often occupy seats in firms that handle significant filing volumes and sensitive planning, where they have learned to refine their accuracy through necessity. They understand that their work is the foundation for the finance department’s reported success.
Good people move when their current role becomes static. They want to escape the repetitive nature of their existing environment and desire a situation where they can influence the strategy of a tax department. They are not looking for more money as much as they are looking for a mandate where their technical input actually changes how the organization approaches the tax burden.
- 01MistakePrioritizing candidates with tenure at famous brand names over those with proven technical output in smaller, highly efficient tax teams.
- 02MistakeHiring someone based on their ability to explain software features rather than their ability to solve underlying tax accounting problems.
- 03MistakeOverlooking the need for technical independence because you want a generalist who can handle every task from payroll tax to strategic international planning.
03
The search in three steps
We begin by deconstructing your tax lifecycle to isolate exactly which technical gaps your current team possesses.
We perform targeted headhunting to find professionals currently employed in similar tax environments who have the exact experience you need.
We manage interviews that test their ability to think through complex tax scenarios instead of just listing their past achievements.
What if I need someone for a specific busy season or a single project? We focus on permanent contingency placements, but we can discuss interim needs if your situation requires a flexible, project-based engagement. How long does a search take to provide a shortlist? We do not offer timeline promises, but we begin outreach immediately after defining the scope to reach the right candidates quickly. Will you keep this search confidential from my current team? Yes, we manage every interaction to protect your privacy and can discuss the best way to handle outreach without alerting your competitors or internal staff. How do your service fees apply to tax roles? You owe payment only when you finalize your hire of a candidate we present. We define all specific terms within our signed service agreement. How do we know if a candidate is the right fit for our culture? We interview for technical substance and approach, but the final decision on fit relies on your assessment of their work history and their ability to solve your specific tax hurdles.
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
Do you offer project-based or interim support for specific busy seasons?
We focus on permanent contingency placements. However, we can discuss interim needs if your situation requires a flexible, project-based engagement.
How soon can I expect a shortlist for this role?
We start outreach as soon as the scope is defined. This helps us contact the right candidates quickly.
How do you conduct outreach while keeping the search secret from my direct reports?
We manage all contact to protect your privacy. You choose how we approach people to avoid alerting your staff.
What defines the fee structure for this search?
You avoid hiring costs until you successfully recruit a tax professional from our list. We document all fee structures within a signed agreement prior to initiating the search.
How do you evaluate if a candidate fits our specific culture?
We screen for technical skill. You decide if their work history solves your specific tax hurdles.
What about counteroffers on a finance hire?
We ask every finance 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 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.