Role search
Get an Interim Accounts Payable Manager who can own invoice backlog triage.
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: Your accounts payable function is likely failing because of a specific bottleneck rather than a general lack of effort. An interim manager must stabilize your cash outflow and restore vendor trust.
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
- Interim Accounts Payable Manager
The judgment call
What this hire really comes down to
Your accounts payable function is likely failing because of a specific bottleneck rather than a general lack of effort. An interim manager must stabilize your cash outflow and restore vendor trust. We differentiate between a leader who can clear a crisis-level invoice backlog and one who can implement long-term structural controls. These two tasks rarely require the same skill set or temperament.
We assess whether you need a tactical fire-fighter or a process architect. A fire-fighter excels at daily triage, clearing aged invoices and stopping duplicate payments under pressure. A process architect focuses on approval workflows, system integration and long-term vendor master file accuracy.
Authority remains the primary factor in determining success. An effective manager requires autonomy to reject non-compliant invoices and enforce purchasing policies across the organization. Without these reporting rights, the best candidate will merely inherit your existing systemic failures. We verify that your leadership will support the manager when they push back against internal budget owners or non-compliant requisitions.
What we check
What we check before you see anyone
- We verify their specific methodology for clearing invoice backlogs by asking for the exact triage rules used. They must demonstrate how they prioritized vendors, communicated with suppliers during payment delays and tracked aging reports to prevent future slips. We look for a clear sequence of work rather than vague claims about volume capacity.
- We confirm their experience with three-way matching and internal audit requirements. Candidates must explain how they set approval limits, handled invoices missing purchase orders and identified vendor master file errors. We test their knowledge of segregation of duties, especially in lean teams where one person often manages both entry and release functions.
- We evaluate their familiarity with AP automation tools and general ledger integration. A candidate must show how they configured previous systems to handle invoice exceptions and automated workflows. We discuss their process for accrual cutoffs and how they reconciled payables sub-ledgers against the general ledger during month-end close to ensure accuracy.
- We probe their understanding of complex reporting and tax compliance issues. They must explain how they supported 1099 filing, collected vendor tax documentation before initial payments and managed sales or use tax on purchases. We look for a focus on data integrity as the foundation for clean reporting rather than manual adjustments.
Sourcing
Where we find them
Our search focuses on pools of talent with experience in multi-entity environments or shared service centers. These professionals deal with high-volume transactions and rigid compliance requirements daily. They understand the strain that scaling a business places on manual payables processes. We source people who have successfully handled similar growth cycles or financial restructurings in mid-market firms.
We also recruit from implementation teams that specialize in deploying AP automation software for various industries. These candidates bring exposure to multiple ERP systems and diverse workflow configurations. They often prefer interim assignments because the rapid pace of systems implementation matches their skill in change management. They possess a high degree of technical agility that allows for immediate contribution upon arrival.
We reach out directly to candidates to confirm their availability and interest in your specific scope. We avoid relying on passive profiles or static resume databases. We ask every person how their experience matches your volume and entity complexity.
Where searches go wrong
Mistakes we see
- Many clients mistake an upstream purchasing problem for a payables issue. Late purchase orders or unrecorded receiving processes create backlogs that no manager can fix by simply increasing payables staff. If the issue stems from inconsistent approver behavior, we identify that during our discovery process to prevent hiring someone to manage a problem they cannot control.
- A second common error involves mismatched expectations regarding process redesign versus daily maintenance. A manager skilled at clearing a backlog often struggles with the methodical, slow work of building long-term vendor master file controls. We force a decision on whether your current need is crisis management or structural improvement to ensure we target the right personality type.
- Some firms attempt to force a contractor into an overly complex system without providing enough support or authority to make changes. This creates an environment where the interim manager spends their entire engagement documenting problems rather than solving them. We work with you to ensure clear escalation paths exist for the candidate before they begin the assignment.
The search
How the Interim Accounts Payable Manager search runs
- First, we define the assignment by identifying the specific symptoms you face. We discuss your current invoice cycle time, top vendor spend, aging reports and internal bottlenecks. This initial discussion ensures we understand if you need a hands-on manager for process cleanup or a strategic lead for system optimization. We translate your internal business needs into a clear candidate profile.
- Second, we identify and vet candidates who have managed your specific AP scale and ERP environment. We confirm their interest in your project and their ability to handle the current level of vendor urgency. You review only those individuals who meet your specific criteria and have confirmed their availability to step in immediately. We do not use filler candidates.
- Third, you interview the selected shortlist and decide which candidate best fits your team culture. We provide the context you need to evaluate their past successes relative to your constraints. Once you choose someone, we assist in finalizing the terms. You do not pay us any fee unless you officially engage a person we have introduced to your business.
Questions
How long until I see a shortlist?
Our process begins after establishing your operational requirements. We verify individual availability based on project duration and current workload to ensure immediate technical readiness for clearing existing invoice backlogs and managing complex vendor accounting demands without compromising accuracy or internal controls.
What if my current manager makes a counteroffer?
If your incumbent receives an offer, you should address it before starting an interim search. We recommend waiting until your requirements for an interim presence are firm to avoid disrupting your team.
Does this role require relocation?
Most of our interim placements are either local or work in a remote capacity. We discuss your preference for onsite versus remote work during our initial scoping call.
How do you determine if a candidate is a good fit?
We evaluate candidates based on their technical familiarity with your software and their history of managing similar invoice volumes. We assess their ability to handle your specific pain points, such as vendor disputes or audit prep.
What are your fee terms?
No upfront fee. You pay only if you hire. All contract terms are agreed upon in writing beforehand and we do not employ or insure your workers.
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.