Role search
Get a Fractional Controller who can own the close and accounting controls. Also called Part-time Controller, Outsourced Controller, Virtual Controller, Controller services
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: The hire is not about finding someone to perform basic data entry. It is about identifying a partner who understands that financial reporting is the foundation of every major business decision you make as an owner.
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
- Fractional Controller
- Part-time Controller
- Outsourced Controller
- Virtual Controller
- Controller services
The judgment call
What this hire really comes down to
The hire is not about finding someone to perform basic data entry. It is about identifying a partner who understands that financial reporting is the foundation of every major business decision you make as an owner. You need a professional who can transition your books from an informal state into a rigorous, audit-ready system that withstands external questioning. This person must possess the ability to balance the daily tactical demands of accounting with the strategic foresight required to scale your business. They will own the integrity of your ledger, acting as the primary point of truth for investors and stakeholders alike.
Judgment in this role means knowing exactly where to tighten controls without paralyzing the organization with unnecessary bureaucracy. We screen for individuals who have personally handled the messy middle-growth stage, where systems often break due to high volume. They must be able to supervise junior staff effectively while providing high-level financial intelligence. Your hire needs the emotional intelligence to advise you on cash flow planning while remaining grounded in the technical accuracy required for tax compliance and institutional reporting requirements.
What we check
What we check before you see anyone
- We verify the candidate has authored and executed monthly close checklists that consistently result in accurate, timely reporting for small to mid-sized entities. We examine specific instances where they identified accounting errors that prevented significant financial loss.
- We audit their history of supervising bookkeepers or administrative accounting staff to ensure they possess the patience and management skills to build a functional team. We confirm they have established clear delegation protocols that maintain ledger integrity while freeing up operational time.
- We review past documentation packages they prepared for independent audit or formal financial review to ensure their technical output meets professional standards. We look for evidence that they have successfully managed the entire audit relationship from preparation through to the final sign-off.
- We confirm their proficiency in the specific software stacks and ERP configurations your business currently utilizes to ensure they can hit the ground running. We test their ability to explain complex revenue recognition or debt disclosure adjustments in plain language for non-financial owners.
Sourcing
Where we find them
We focus our search on individuals currently operating in high-growth startups or family-owned businesses that have recently reached a critical level of complexity. These professionals possess the unique ability to work under pressure where established processes are often missing or needing immediate overhaul. We look for those who have spent years as the sole financial lead, as they are naturally adept at solving problems without relying on a large support infrastructure.
Many of these candidates are found within professional service firms where they have managed multiple client accounts simultaneously. This experience is essential for a fractional role, as it prepares the individual to manage their time across different operational contexts. They appreciate the flexibility of the fractional model, which allows them to offer their high-level expertise to businesses that cannot yet justify the cost of a full-time, high-salary executive hire.
We also recruit from businesses that have recently gone through successful exits or restructuring events. These individuals bring the battle-tested experience required to handle your immediate audit-readiness tasks with precision. We approach them by highlighting the opportunity to build a meaningful financial system from the ground up, as these experts thrive when they have the autonomy to implement their own controls.
Where searches go wrong
Mistakes we see
- Hiring someone who expects a large, pre-existing accounting team to support them often leads to failure. A fractional controller must be comfortable working hands-on with the ledger and fixing issues themselves when junior staff or automated systems fall short of the required accuracy.
- Overlooking the need for specific experience in the candidate's background regarding audit preparation often results in costly delays. A candidate who has only worked in large, rigid corporate environments may struggle to adapt to the agility and resourcefulness required in a smaller, owner-led organization.
- Ignoring the cultural fit between the controller and the leadership team frequently causes friction. If the controller cannot communicate financial constraints to an owner in a way that respects the business vision, the partnership will dissolve before the essential reporting systems are ever firmly in place.
The search
How the Fractional Controller search runs
- The first step is a diagnostic call to understand your exact pain points and the current state of your financial department. We assess the complexity of your revenue streams and existing reporting tools to define the specific technical requirements for your ideal candidate. This ensures we do not waste your time with professionals who lack the specific experience required to solve your unique accounting or audit challenges.
- Next, we conduct an aggressive, targeted search among our network of finance executives to identify people who fit your specific operational needs. We personally screen every candidate, conducting deep dives into their past work to ensure they have the hands-on capability to build your internal controls. We only present individuals who possess both the professional technical background and the personality to integrate into your existing leadership structure.
- Finally, we facilitate your review of the shortlist by providing detailed commentary on how each candidate matches your specific requirements. You maintain full control over the interview and selection process. We support you through final discussions until you are confident in your choice, ensuring the transition is set up to provide the immediate financial oversight your business requires to succeed.
Questions
How long does it take to get a shortlist?
We move as fast as your requirements allow while maintaining accuracy. You will see vetted options quickly once we agree on the scope.
What if my existing candidate has a counteroffer?
We manage the communication process to understand the candidate's true motivation. Our focus is ensuring the person who joins you is fully committed to the role.
Do you assist with relocation requirements?
Most of our fractional work is performed remotely or with minimal travel. We clarify these expectations during our initial search phase.
How do you ensure the hire fits my company?
We assess technical skills against your specific stack and cultural alignment through interviews. You make the final decision based on your direct evaluation.
What is the fee structure for this service?
No upfront fee. You pay only if you hire. All contract terms are agreed in writing before any engagement begins.
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.
Fractional Controller by industry and related roles
Need the team under this role?
Fractional Controller by industry
All industries
- Private Equity & Portfolio Companies
- Construction & Engineering
- Real Estate & Development
- Healthcare Services & Providers
- Life Sciences
- Manufacturing & Industrial
- Distribution, Logistics & Supply Chain
- Technology, SaaS & Software
- Consumer, Retail & E-commerce
- Financial Services & Fintech
- Energy, Utilities & Infrastructure
- Professional & Business Services
- Government Contractors
- Nonprofit, Foundations & Associations
- Education
- Family-Owned & Owner-Led Businesses
- Venture-Backed & High-Growth Companies
More Finance & Accounting roles
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.