Finance role
Timekeeper (field and craft labor) Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Avoid payroll discrepancies and legal penalties by verifying field timekeeper experience with industrial labor classifications.
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?
This role requires someone who tracks field hours and applies union wage scales daily. You need a person who catches hour discrepancies before they become paycheck errors. They must verify daily time logs against field supervisor input.
Expect them to process WH-347 reports and manage prevailing wage classifications daily. They translate site labor logs into compliant submissions for state agencies. If the numbers do not balance against union fringe remittances, they must identify why immediately.
Ask them how they reconcile discrepancies between field timecards and portal data. Ask them how they handle an audit notice from a state labor board. Ask them to explain the specific steps they take to verify union scale versus standard wage classifications.
Verify how they reconcile differences between physical field logs and digital time entries. Require a specific instance where they caught a classification error before a penalty. Avoid candidates who strictly perform data entry. Look for evidence of how they investigate wage discrepancies. During interviews, ask how they resolve conflicts between handwritten reports and automated data. Probe for familiarity with fringe benefit calculations. A qualified candidate provides examples of how they verify union wage scales against reported hours. Ask what specific items they validate on a WH-347 report before certification. If they describe a passive review, move on. Look for someone who proactively queries field supervisors about missing data or miscoded labor. You need to know if they track the liability chain when reporting to state authorities. Ask how they keep their records of union contract requirements current. A qualified person maintains logs of troubleshooting prevailing wage reporting. Focus on their experience using software like LCPtracker for submissions. Ask how they manage project deadlines while maintaining data accuracy. If they cannot describe the documentation they keep to support a wage claim during an audit, they lack the necessary depth. Ask about their communication with field foremen. They must demonstrate a time they corrected a supervisor on labor coding. Probe into how they prioritize tasks when payroll cycles overlap. Confirm they demonstrate a firm grasp of state and federal certified payroll. Ask them to explain the difference between a reporting oversight and a compliance risk. They should log their corrections to protect the firm from audits. This role acts as a gatekeeper. Do not accept a candidate who relies on you to verify their math.
02
What do we check before you see anyone?
We verify their experience with LCPtracker or similar compliance portals.
We confirm they have managed WH-347 and state certified payroll reports.
We check for direct experience with Davis-Bacon and state prevailing wage classifications.
We test their knowledge of union fringe remittances and how they track them.
We confirm their ability to handle field and craft labor timekeeping setups.
We verify their technical comfort with automated payroll systems and timekeeping software.
We start with a scope conversation where we force candidates to walk through the exact document flow of a typical construction work week. We look for those who describe the friction points between site foremen and the back office. We ask them to produce an anonymized sample of their previous work involving a prevailing wage correction. If they cannot explain the specific logic behind a fringe benefit calculation or a union classification change in that sample, they fail our screen. We also challenge them on the trade-off between strict reporting accuracy and site production speed. A candidate who ignores site reality to force compliance often loses the trust of the field crews and eventually stops receiving accurate information. We confirm they know how to push back on a supervisor when a timecard is incomplete without shutting down the reporting cycle.
03
Where do we find them?
We look for candidates currently working in large-scale construction or industrial firms. We target people at sites where union presence dictates labor costs. We focus on individuals looking to move because their current firm lacks long-term project stability or because they seek a role with more direct authority over reporting accuracy rather than just data entry support.
04
Which hiring mistakes should you watch for?
- 01Selecting a candidate with only office payroll experience lacking field labor knowledge.
- 02Selecting a candidate without experience in prevailing wage classifications or union fringe remittances.
- 03Failing to verify software experience with portals like LCPtracker or similar tools.
05
The search in three steps
- 01We identify experienced timekeepers currently managing certified reporting in industrial or construction environments.
- 02We screen for direct handling of Davis-Bacon requirements and union fringe remittances.
- 03We present qualified candidates for your review once they pass our internal compliance checks.
How your Timekeeper (field and craft labor) 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 money owed before I find someone to track field hours and prevent payroll errors?
No upfront fee. You pay only if you hire.
How do you handle contract or temporary staffing?
We provide permanent contingency by default. We can support contract or temp-to-perm needs if we agree to specific terms for that engagement.
Are candidates your employees?
We do not employ, pay, or insure your hires. All employment arrangements are between the candidate and your organization.
What is the difference between this role and a standard Payroll Clerk?
A standard clerk focuses on data entry. This role requires specific knowledge of field and craft labor compliance, union wage scales, and certified reporting.
What is the fee for a Timekeeper (field and craft labor) search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
How soon will I see a Timekeeper (field and craft labor) 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 Timekeeper (field and craft labor) hire?
We ask every Timekeeper (field and craft labor) 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 Timekeeper (field and craft labor) 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?
$58,260 national annual median. SOC 43-3051: Payroll and Timekeeping Clerks.
BLS reports Payroll and Timekeeping Clerks, not a separate wage for Timekeeper (field and craft labor). This broader occupation does not distinguish seniority, work arrangement or language requirements.
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