Our approach
We recruit the way a CFO hires. That means starting with the problem, testing for the work, and sending a short list instead of a stack.
CFO-led · 15+ years in finance leadership.
The process
Five steps, every search.
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Understand the problem
Before we talk about the role, we talk about the business. What is broken, what is coming, what a good year looks like. Where useful, we speak with the CFO or owner as well as the hiring manager. The brief that comes out of this is shorter and more honest than a standard job description.
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Source directly
Our network first. Then direct, personal outreach to professionals who are doing the job well somewhere else. We do not wait for applicants, and we do not rely on job boards. The best candidates are not on them.
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Screen for the work
Every candidate is interviewed on the actual work of the role by someone who has managed that function. Accountants walk us through their close. Analysts open a model. Tax professionals describe a position they defended. Leaders tell us about a hard quarter. Only those who pass reach you.
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Present a short list
A small number of candidates worth an hour of your time, each with a written note: strengths, gaps, motivations, expected compensation, and how they measured against the brief. No padding, no volume for its own sake.
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Close and follow through
We coordinate interviews, gather feedback both ways, and help structure an offer that will be accepted. After the start date, we check in with both sides. A placement is complete when the person is effective in the seat, not when the paperwork is signed.
The technical screen
What we actually ask.
The screen is built around the discipline and the level. It is conversational, not a test, but the questions are specific and the answers are hard to fake.
- Accounting: close calendar walk-through, reconciliation judgment, GAAP application in their real environment, audit history.
- FP&A: driver logic in a model they built, a variance they explained to leadership, how they partner with operators.
- Tax: filings and provisions they owned, positions they defended, cross-border structures they have handled.
- Audit and controls: a control they designed, one they removed, a finding they remediated.
- Treasury and transactions: cash forecasting accuracy, covenant management, deal work they carried.
- Leadership: judgment under pressure, team building, board and investor fluency, stage fit.
What we do not do
Promises we will not make.
- We do not forward resumes we have not screened.
- We do not describe openings that do not exist.
- We do not send your candidates to other clients, or your role to candidates who have not consented.
- We do not guarantee outcomes. Placement depends on the market, the role, and the offer. We guarantee effort, honesty, and a defined process.
- We do not charge candidates. Ever.
For employers
Three ways to engage: direct hire, interim and project staffing, and executive search. Same screening standard across all three.
For candidates
The same approach works in your favor. You talk to someone who understands your work, hear about roles that fit, and get honest guidance on each one. How we work with candidates.
Let's talk about your next hire — or your next move.
One conversation with someone who has sat on both sides of the table.