Role search
Get a Viewpoint Vista / Spectrum Consultant who can own manage module-level construction cost configuration.
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: Job costs, commitments and accounting are no longer telling the same story.
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
- Viewpoint Vista / Spectrum Consultant
The judgment call
What this hire really comes down to
A Viewpoint Vista or Spectrum specialist manages the technical link between site operations and your back-office financial reporting. You need someone who treats job cost structures, cost codes and subcontract management as foundational requirements. They must configure the software to mirror how your team operates. This includes precise handling of complex areas like retainage, union payroll logic and equipment costing. They know how to audit the database to ensure every transaction flows from the project management module into the general ledger correctly.
General ERP experience often fails because construction reporting for surety bonding and lender requirements is rigid. A consultant who lacks deep knowledge of work-in-progress schedules or billing for stored materials introduces long-term reporting risks. We prioritize specialists who have successfully handled complex implementations or system cleanups within the Vista or Spectrum environments. They must reconcile the ledger against project reality during every stage of the engagement, ensuring workflows correctly impact cash flow and visibility. This consultant ensures your team can rely on data outputs rather than manual spreadsheets built to bypass system limitations.
What should the brief settle before we search?
Job costs, commitments and accounting are no longer telling the same story. Ask a Vista or Spectrum consultant how they trace a subcontract change through project controls, billing and the ledger. Experience with one product should not be treated as proof of experience with the other. Specify the installed version and integrations in your brief. A technical administrator may need support from a construction accounting lead. Define who approves coding changes and how historical jobs are protected during corrections.
What we check
What we check before you see anyone
- We verify their specific history with Viewpoint Vista or Spectrum, confirming they have managed module-level configurations for job cost and project management. We require proof they have handled custom report writing and data views that reflect real-time project status and field activity.
- We audit their approach to job cost design, confirming they have built functional cost code structures and tested change order workflows. We confirm they understand the relationship between commitments, subcontracts and the general ledger, ensuring they do not create silos between modules or lose audit trails.
- We pressure-test their technical ability to handle construction payroll, specifically union rules, prevailing wages and local tax requirements. They must show they can configure the software to automate these complex calculations rather than relying on manual workarounds that trigger compliance failures.
- We confirm they have personally led data conversion efforts. We ask how they brought over historical budgets and reconciled inconsistent job data. They must describe their process for testing the new ledger against old data without introducing errors or corrupting financial history.
Sourcing
Where we find them
We find these experts within the internal implementation teams of Viewpoint software and specialized construction consultancies. These professionals possess intimate knowledge of how to configure Vista or Spectrum for maximum performance. They have observed dozens of system deployments and understand which setups cause problems years later. They seek complex projects where they can apply deep product expertise to solve operational friction, preferring technical challenges over repetitive administrative maintenance.
We also recruit from the internal accounting and systems staff of major contractors. These individuals offer a unique advantage because they have experienced the daily struggle of system limitations. They understand how the office and field interact. They move into consulting because they enjoy solving systemic configuration problems rather than performing routine data entry or repetitive monthly closing tasks. They bring a practical sense of how a system should perform when deadlines approach.
Where searches go wrong
Mistakes we see
- Choosing a general IT consultant who lacks specific construction domain expertise and assumes Vista or Spectrum operates like standard accounting software, causing massive data alignment errors.
- Ignoring the need for cross-departmental testing, resulting in a system that satisfies accountants but leaves project managers unable to track field costs or view current budget impacts.
- Failing to document custom workflows or user permission levels, which forces the contractor to hire another consultant later to fix undocumented system changes.
The search
How the Viewpoint Vista / Spectrum Consultant search runs
- First, we define the current state of your Viewpoint or Spectrum database. We identify the specific modules causing the most pain, such as billing, job cost or equipment tracking. We isolate whether your issue stems from incorrect configuration, poor training or bad data hygiene, establishing clear benchmarks for the engagement.
- Second, we match the candidate to your technical footprint. If you use Spectrum, we find a consultant who knows your specific version and database schema. We ensure they have experience with your specific reporting requirements, whether that involves standard ledger functions or complex union payroll structures and state-specific tax reporting.
- Third, we validate their communication skills during a technical interview. We ask them to explain how they would re-engineer a failing change order workflow. We observe how they interact with non-technical stakeholders to ensure they can train your project managers and accountants after the system is live.
Questions
Can this person fix my reports?
Yes. We focus on consultants who can build custom reports that pull data across job cost and general ledger modules.
Do they provide on-site training?
Engagement terms vary based on your needs. We source professionals who can provide both remote system administration and in-person training for your staff.
What should we discuss before requesting Viewpoint Vista / Spectrum Consultant candidates?
Ask a Vista or Spectrum consultant how they trace a subcontract change through project controls, billing and the ledger. Experience with one product should not be treated as proof of experience with the other.
Is Vista different from Spectrum?
These are distinct platforms with different architectures and reporting requirements. We verify that the consultant has deep experience with your specific product.
What happens if the configuration breaks?
We prioritize consultants who provide thorough documentation of all system changes. You retain ownership of the configuration to ensure long-term stability.
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.