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An internal team worked the role, a firm found the candidate, and the offer gets pulled back to cover the fee. A search fee is a percentage of first-year compensation, so reducing the offer reduces the fee only in proportion.
Finance hiring has shifted in a fundamental way. Companies are no longer competing only for active job seekers—they are competing for professionals who are already successful, stable, and not actively looking.
Hiring a Controller is already a critical decision for any company. In private equity (PE)-backed businesses, it becomes even more complex.
Technical accounting has become one of the most competitive areas within finance hiring. Roles that once attracted a steady pipeline of candidates now take significantly longer to fill, often requiring targeted outreach and highly structured hiring processes.
Many companies assume that posting a job will attract the right candidates. In reality, this approach works for some roles—but not for high-performing finance professionals.
Finance hiring timelines have stretched across companies of all sizes. Roles that once closed in 30–45 days now often take 60–90 days—or longer—especially at the senior level.
Hiring in accounting and finance has changed significantly over the past few years. What was once a relatively stable and predictable hiring market has become far more competitive, especially for mid-to-senior level roles.
Hiring in accounting and finance has become significantly more complex. Roles such as CFO, Controller, VP Finance, and technical accounting leaders require a combination of technical expertise, business understanding, and leadership capability.
Hiring a CFO is fundamentally different from hiring any other role in finance. While positions such as Controller, FP&A Manager, or Accounting Manager are critical to operations, the CFO sits at the intersection of finance, strategy, and leadership.
Many companies delay hiring a CFO longer than they should. In the early stages, founders, CEOs, or controllers often manage finance responsibilities. This can work temporarily, but as the business grows, financial complexity increases—and at some point, the company outgrows informal financial management.
Hiring the right talent is not just about who you hire—it’s also about how you hire. The hiring model you choose directly affects the quality of candidates, speed of hiring, and long-term success of the role.
Private equity firms evaluate finance leadership very differently from traditional companies. The expectation is not just financial oversight—it is value creation, control, speed, and accountability.