Executive search
Get the right person for CFO vacancy: get an executive in the seat.
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters starts with the work behind this request: A CFO vacancy creates immediate pressure on the finance function particularly regarding the monthly close cycle and reporting timelines. We focus on stabilizing operations by ensuring specific individuals are tasked with payroll approvals, bank covenant reporting, and board-level communication.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
What should the brief say about Real engagement work?
A CFO vacancy creates immediate pressure on the finance function particularly regarding the monthly close cycle and reporting timelines. We focus on stabilizing operations by ensuring specific individuals are tasked with payroll approvals, bank covenant reporting, and board-level communication. The objective is not merely to occupy an office but to provide continuity for essential financial obligations.
A CFO vacancy creates immediate pressure on the finance function particularly regarding the monthly close cycle and reporting timelines. We focus on stabilizing operations by ensuring specific individuals are tasked with payroll approvals, bank covenant reporting, and board-level communication. The objective is not merely to occupy an office but to provide continuity for essential financial obligations. By clearly defining ownership for these tasks at the outset, we mitigate the risk of missed deadlines or internal confusion during the transition period. Our approach ensures that every interim executive steps into a structured environment where their responsibilities, reporting lines, and decision-making authorities are explicitly outlined to maintain operational stability and support the broader company objectives. The daily work includes clearing the backlog of bank-required certificates and re-establishing trust through consistent, timely financial communication with all stakeholders.
What should the brief say about Fit beyond job title?
Identifying the right interim CFO requires evaluating past performance in similar high-pressure transitions where accurate financial reporting was paramount. We prioritize candidates who demonstrate a history of establishing reporting calendars and managing forecast assumptions in environments without a formal handover process.
Identifying the right interim CFO requires evaluating past performance in similar high-pressure transitions where accurate financial reporting was paramount. We prioritize candidates who demonstrate a history of establishing reporting calendars and managing forecast assumptions in environments without a formal handover process. It is important to look for evidence of how a consultant has previously managed information gaps and resolved outstanding balance sheet issues. Their experience must extend beyond traditional accounting functions to include active lender communication and managing team expectations under uncertainty. A qualified candidate knows how to balance the immediate need for reliable reporting with the longer-term strategic requirements of the business owner and board members during a period of transition. We look for those who have successfully stabilized distressed or rapidly changing finance departments.
What should the brief say about Practical first 90 days?
During the first thirty days, the focus rests on securing the financial reporting process and confirming that all covenant obligations are understood and met on time. The consultant prioritizes identifying key information gaps within the existing records and establishing a clear status report on unresolved accounting issues.
During the first thirty days, the focus rests on securing the financial reporting process and confirming that all covenant obligations are understood and met on time. The consultant prioritizes identifying key information gaps within the existing records and establishing a clear status report on unresolved accounting issues. Between day thirty and sixty, the interim lead typically refines forecast models and engages with the banking relationship to reinforce transparency and build confidence. By the final thirty days of this phase, the focus shifts toward finalizing transition documentation that provides a clear roadmap for the permanent successor. This structured progression ensures that daily operations remain uninterrupted while simultaneously preparing the organization for a stable permanent transition. The consultant works to ensure that no critical data is lost during the shift between leadership tenures.
How we evaluate this particular specialty?
We evaluate candidates based on their ability to lead complex finance teams through moments of organizational stress. We examine their approach to verifying the accuracy of borrowing base certificates and their experience with lender communication during periods of leadership change.
We evaluate candidates based on their ability to lead complex finance teams through moments of organizational stress. We examine their approach to verifying the accuracy of borrowing base certificates and their experience with lender communication during periods of leadership change. Our internal review process includes asking specific questions about how they have handled past handovers when incomplete records existed. We seek evidence of their ability to distinguish between urgent tasks requiring immediate resolution and strategic projects that are better suited for a permanent hire. We prioritize professionals who can demonstrate a calm and analytical method for maintaining rigorous control over financial processes while providing clear guidance to the existing finance staff. This process ensures the consultant remains focused on the specific needs of the business owner throughout the engagement.
What should the brief say about Red flags?
Be cautious when a candidate avoids discussing specific technical gaps or lacks a clear methodology for documenting unresolved accounting issues during a transition. A significant red flag is an interim executive who attempts to implement broad structural changes before ensuring that basic reporting deadlines and payroll obligations are secure.
Be cautious when a candidate avoids discussing specific technical gaps or lacks a clear methodology for documenting unresolved accounting issues during a transition. A significant red flag is an interim executive who attempts to implement broad structural changes before ensuring that basic reporting deadlines and payroll obligations are secure. Furthermore, be wary of those who cannot provide clear examples of how they manage lender relationships or provide transparency to the board under time-sensitive constraints. If an executive seems detached from the underlying accounting details or cannot articulate their specific role in maintaining covenant compliance, they may not be prepared to handle the daily operational realities that occur when a CFO seat is suddenly left vacant. Effective consultants address the immediate crisis before suggesting long-term architectural changes to the finance department.
What should the brief say about Interim plus permanent search for this case?
We offer an interim plus search solution that allows you to address the immediate CFO vacancy with a capable interim leader while simultaneously conducting a separate, dedicated search for a permanent hire. These two tracks are scoped independently to ensure both the short-term continuity and the long-term strategic fit are addressed effectively.
We offer an interim plus search solution that allows you to address the immediate CFO vacancy with a capable interim leader while simultaneously conducting a separate, dedicated search for a permanent hire. These two tracks are scoped independently to ensure both the short-term continuity and the long-term strategic fit are addressed effectively. You retain full control over both selection decisions, choosing an interim consultant for their immediate availability and skills, and separately evaluating permanent candidates for their long-term alignment with company culture. This model ensures that you are never forced to accept a compromise, as you maintain the flexibility to adjust your permanent search criteria as the business evolves throughout the interim engagement period. We facilitate the handover between the interim consultant and the eventual permanent hire to ensure no institutional knowledge is lost.
What we cover
- Immediate interim cover
- Close and reporting continuity
- Lender communication
- Permanent search in parallel
- Handoff plan
- Team stability
Related
Questions
Which obligations should we identify first?
Close deadlines, payroll, bank approvals, lender reporting and board commitments should have named owners. These tasks must be stabilized immediately to prevent operational disruption.
What if the outgoing CFO cannot hand over?
The assignment should allow for reviewing records, access rights and information gaps without assuming a complete transition file exists. We prepare for this by prioritizing an initial financial audit upon entry.
Can the interim lead the finance team?
Yes, where reporting relationships and approval authority are explicit in the scope. This allows them to maintain staff productivity and accountability during the vacancy.
Can we search for a permanent CFO at the same time?
Interim plus search runs separately scoped coverage and permanent search together. You retain both selection decisions to ensure quality control over the final outcome.
What should the permanent CFO inherit?
A reporting calendar, forecast assumptions, clear team responsibilities and a record of unresolved issues. These documents ensure the new hire starts with full visibility into the current status.
What replacement terms apply?
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.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
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 do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.