From senior analysts through CFO searches. Technical and strategic recruiting across public companies, private equity-backed businesses, and high-growth startups.
Where we focus inside the finance & accounting space.
CFO, VP Finance, Controller, Director-level searches
Accounting Managers, Senior Accountants, Staff Accountants
FP&A Directors, Managers, Senior Analysts, Financial Analysts
Internal Audit, SOX, Compliance, Risk Management
Tax Directors, Managers, Senior Tax Accountants
Treasurers, Treasury Analysts, Cash Management leaders
The sub-specialties we recruit across in finance & accounting.
A candidate-centric approach that ensures alignment not just in credentials — but in values, motivations, and long-term fit with the finance team, the operating rhythm, and the company you are actually building.
Examine the candidate's actual work — close timelines, audit cycles, system migrations, M&A integrations — and the patterns that predict how they will perform in your environment.
Surface how a candidate thinks about accuracy, controls, partnership with operators, and where they will draw a line on judgment calls.
Understand what is driving the move. Title, scope, comp, equity, IPO trajectory, learning curve — and whether your role provides it.
Pinpoint technical depth — GAAP, IFRS, FP&A, treasury, tax, public-company readiness — and the leadership capacity to match.
Comp, bonus, equity, hybrid expectations, travel, growth trajectory — the realities that determine whether someone takes the role and stays.
Spreadsheets and certifications do not tell you how someone leads through a close, a reorg, an audit, or a fundraise. The cost of a misaligned finance hire shows up in board confidence, controls, and the ability to scale through the next inflection.
We screen for the technical realities — close cadence, systems, GAAP fluency, audit history, FP&A sophistication — and then we do the harder work: understanding how a candidate handles a tough auditor, a sales leader who is creative with numbers, a CFO transition, and whether their judgment under pressure is what your board and your operators actually need.
Finance leadership is also about trust and partnership, and that is hard to read off a resume. The strongest finance hires earn the confidence of operators and the board alike — they tell the CEO the truth, partner with sales instead of policing it, and build a team that does not turn over every close. We take the time to understand how your finance function actually works and where the business is heading, so the person we send strengthens the partnership rather than just balancing the books.
And we do not disappear once the offer is signed. The first 90 days reveal whether a finance hire will truly stick — whether they master your systems, earn the board's confidence, and start improving the numbers instead of just reporting them. We stay close through onboarding so the placement holds, the ramp-up is smooth, and the person you bet on becomes the steady hand your finances run on.
The process is intentionally simple.
We start with a conversation about what success looks like 90 days in.
You will see a small, qualified slate.
We are around through onboarding and the first 90 days.