Role search
Get an SOX Tester who can own risk-based control testing execution.
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: Testing is behind, but incomplete evidence cannot be turned into a passing control.
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
- SOX Tester
The judgment call
What this hire really comes down to
Success hinges on the ability to produce workpapers that withstand external auditor scrutiny. A SOX tester must transition immediately into performing risk-based fieldwork and testing controls against your existing matrix. The primary requirement involves documenting results so clearly that a third party can re-perform the test without follow-up questions. You need someone who balances deep technical competence with the precision required for high-volume control testing during peak periods or vacancies. This role is specific to execution.
Judgment also involves how they manage process walkthroughs and document test populations. The tester must distinguish between design effectiveness and operating effectiveness while remaining objective. They provide findings that allow management to remediate issues immediately rather than waiting for formal reporting cycles. This person functions as an extension of your existing team, bringing immediate value through accurate documentation and disciplined audit methodology.
What should the brief settle before we search?
Testing is behind, but incomplete evidence cannot be turned into a passing control. Ask a SOX tester how they document the population, select items and retain evidence of review. Check whether your methodology distinguishes design effectiveness from operating effectiveness. Someone who has collected screenshots may not be ready to assess the control. Establish who resolves exceptions and who approves conclusions. The tester should be able to explain a limitation clearly without rewriting the evidence to match the desired result.
What we check
What we check before you see anyone
- We verify their practical testing discipline by requesting specific details about recent control samples. We ask how they selected the population, what objective evidence they gathered, how they concluded their testing, and how they addressed unexpected exceptions in their workpapers. We look for evidence that they understand the statistical or judgmental sampling approach used to reach a defensible conclusion.
- We evaluate their experience with process walkthroughs by questioning their approach to documenting complex workflows. We ask how they identify key controls within those specific processes and how they determine if those controls are designed well enough to mitigate risks effectively. They must explain how they map a process from transaction initiation to financial statement reporting, noting where potential errors might enter the system.
- We assess their ability to communicate technical findings to non-technical management. We ask for a specific example of a difficult finding they drafted, how the process owner reacted to the documentation, and what concrete changes resulted from their professional recommendation. They must demonstrate the ability to articulate why a control failed without assigning blame, focusing instead on the gap in the control environment.
- We confirm their technical familiarity with sampling methodologies and standard audit requirements. We discuss their experience with the distinction between inspection and re-performance and their specific methods for classifying control deficiencies by severity during active testing projects. This includes testing their ability to distinguish between a minor documentation error and a material weakness that requires reporting to the audit committee.
Sourcing
Where we find them
We focus on candidates from internal audit departments, risk advisory practices within accounting firms, and specialized outsourced audit providers. These individuals bring established habits of structure, rapid documentation, and a clear understanding of the professional standards expected in a corporate SOX environment. We look for those who have spent their careers handling complex compliance requirements rather than learning them in real-time.
We approach potential candidates directly to check their current availability and professional independence. We verify that they have not recently worked within the exact processes they would be auditing for you. This ensures objectivity and protects the integrity of your audit findings when they are presented to committees or external auditors. People take these assignments because they enjoy the variety of different operational environments and the focus on technical execution.
Where searches go wrong
Mistakes we see
- Hiring a generalist auditor to perform specific SOX testing without verifying their recent experience with the exact software modules or complex financial processes. This leads to delays while the contractor learns the environment rather than starting the work.
- Prioritizing a low hourly cost over proven workpaper quality. Documentation that fails to satisfy external audit standards requires expensive rework by your permanent staff or requires the outside auditor to redo the testing entirely.
- Assuming a candidate who understands auditing inherently knows how to manage process walkthroughs. A tester must be able to guide the process owner through the review to identify where risks exist rather than just checking boxes.
The search
How the SOX Tester search runs
- We define the testing volume and the specific financial cycles requiring attention. We identify if the work requires a heavy focus on IT general controls or if the emphasis rests purely on manual financial reporting controls.
- We filter for candidates who have performed testing in your specific industry or similar regulatory environments. We confirm their proficiency with your audit software or documentation systems so they arrive ready to enter workpapers immediately.
- We present candidates who have managed similar control populations and can articulate their testing methodology clearly. You review their experience with past audit findings to ensure their documentation style aligns with your internal audit department expectations.
Questions
How do you ensure the auditor remains independent?
We verify that the contractor has not performed work on the specific processes or controls they will be auditing for you. This maintains the objectivity required for your compliance reporting.
Can this person work remotely?
Yes. Most testing work requires access to your documentation systems and ability to coordinate via video with process owners. We ensure they have the tools to manage these workflows from any location.
What should we discuss before requesting SOX Tester candidates?
Ask a SOX tester how they document the population, select items and retain evidence of review. Check whether your methodology distinguishes design effectiveness from operating effectiveness.
What is the fee structure?
No upfront fee. You pay only if you hire.
What documentation do you provide to verify their skills?
We provide a summary of their past audit projects, the types of controls they have tested, and confirmation of their experience with documentation standards. We highlight how they addressed past audit findings.
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.