Role search
Get a collections specialist who can own aging accounts receivable collection.
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 collections specialist focuses on the conversion of invoices into cash. They track aging accounts, contact clients to confirm receipt of invoices, identify discrepancies in billing, and resolve disputes that prevent payment.
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
- collections specialist
The judgment call
What this hire really comes down to
A collections specialist focuses on the conversion of invoices into cash. They track aging accounts, contact clients to confirm receipt of invoices, identify discrepancies in billing, and resolve disputes that prevent payment. This person works between your sales team and your accounting department to ensure the ledger remains current. You need someone who can handle direct customer contact without damaging the rapport your sales team built, which requires a firm but professional tone.
The effectiveness of this role depends on the specific friction points in your process. Some businesses need help with high-volume, low-dollar consumer accounts, while others require a specialist to manage a smaller number of high-value corporate invoices that involve complex contract terms.
What we check
What we check before you see anyone
- We verify their experience with specific ERP modules and accounts receivable software. We ask how they manage the aging bucket report, including how they prioritize which accounts to call first based on dollar amount and days past due. It is not enough to just know software; they must demonstrate how they utilize reporting tools to isolate problematic aging buckets.
- We test their dispute resolution skills by reviewing how they handle customer claims of damaged goods, missing services or incorrect pricing. We look for candidates who document every interaction in your CRM or ERP so that any team member can see the status of an account, ensuring that records remain accurate even during personnel transitions.
- We evaluate their ability to reconcile customer accounts independently. They must be able to match payments to specific invoices, apply credits correctly, and identify unapplied cash that prevents a clear view of the customer balance. We check if they understand the impact of these adjustments on the general ledger and how they coordinate with the accounting team for formal entries.
- We audit their approach to internal communication. A capable specialist knows when to escalate an account to an account manager or a controller, and they prepare a brief summary of the account history before making the request for intervention. We look for evidence that they can articulate why an account is stuck and what steps they have already taken to resolve it.
Sourcing
Where we find them
We look for candidates who have functioned in full-cycle accounting environments or specialized credit and collections departments. These individuals are comfortable working with standard ledger systems and understand the link between credit limits and payment terms. They often seek new projects when their previous company completes a system migration or stabilizes its cash flow, allowing them to bring verified methods to your team.
We also recruit from businesses that require high-touch customer management, such as professional services or subscription-based firms. These specialists understand the nuance of professional follow-up. They move to new roles because they enjoy the process of clearing account backlogs and improving metrics, rather than settling into a static, long-term position where the ledger is already perfect.
Where searches go wrong
Mistakes we see
- Treating a collections specialist like a generic administrative assistant. If they spend their time filing paperwork instead of actively engaging customers, your aging report will not improve.
- Failing to provide the specialist with the authority to offer small credits or adjustments. Without the ability to solve minor disputes on the spot, the specialist must wait for approvals, which slows down the payment timeline.
- Hiring someone who lacks experience in your specific ERP. A specialist who struggles with the interface will spend more time fighting the software than communicating with your customers, leading to errors in the ledger.
The search
How the collections specialist search runs
- First, we define the volume and type of your receivables. We identify whether your aging report is skewed by small, frequent outstanding invoices or large, long-dated balances that require a methodical investigation. This initial diagnostic step ensures we align the candidate's operational experience with your specific financial environment.
- Next, we screen for experience with your specific financial systems. We verify their ability to generate reports, update customer files, and extract data to show their progress to your management team. We confirm they know how to handle the specific modules within your software to perform lookups and resolve discrepancies.
- Finally, we assess their communication style through scenario-based questioning. We look for someone who balances persistence with professionalism, ensuring your cash flow improves while your client relationships remain intact. We confirm they have the confidence to manage difficult conversations while representing your business correctly.
Questions
What is the difference between a collections specialist and an accounts receivable clerk?
An accounts receivable clerk focuses on the data entry, cash posting and invoicing side of the ledger. A collections specialist owns the relationship with the customer to ensure those invoices result in paid funds.
Do I need a specialist for my accounting team?
If your DSO is trending upward and your staff accountant has no time to follow up on late payments, you need a specialist. They provide the focused attention required to turn receivables into liquidity.
Can this person also handle billing duties?
Yes, they often manage both functions. However, separating billing and collections ensures that one person focuses on accurate invoicing while the other focuses on securing the payment.
What system expertise is required?
They must be proficient in your current ERP and its accounts receivable module. Experience in modern accounting software is expected to ensure they can manage account reconciliations without oversight.
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.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
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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.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.