Finance titles can be deceptively broad. A “Senior Accountant” might be close-heavy in one organization and systems-focused in another. A controller role can range from pure oversight to full operational leadership. Hiring breaks down when those expectations stay fuzzy or when the search prioritizes credentials over operating ability.

We start with clarity. We get specific on the close cadence, the systems in play, the state of processes, and what the team needs from this hire in the first 90 days. We also look at the working relationship. Is this role a quiet executor, a builder, or a business partner who has to push back when needed? Once the profile is defined, we run a focused search and approach qualified talent directly, including candidates who aren’t actively applying.

We evaluate beyond the resume. We look for accuracy, judgment, and how candidates handle pressure, ambiguity, and accountability. Those traits tend to matter more than perfect keyword alignment.