Talent · Corporate
Accounting and finance, FP&A, HR and people operations, executive support, program management, and revenue operations. Contract, contract-to-hire, and direct placement.
01Roles we fill
If the role you need is next to one of these rather than on the list, send it anyway.
02The discipline
A controller who has closed the books in one ledger is not immediately productive in another, and the gap can cost a quarter. We take the systems, the close calendar, and the reporting lines at intake. Then we screen for the ones the candidate has actually owned rather than seen.
An HR manager at 40 people and an HR manager at 400 are doing different jobs. We screen for the size and stage a candidate has operated at, and we say plainly where somebody is stretching. Stretch is often the right call, but you should be the one making it.
Payroll, executive support, and operations fail loudly and in public. We look for people who close loops without being chased, and we ask former managers about exactly that. It is a narrower question than “were they good” and it gets a straighter answer.
03Screening
The general process is on the talent page. These are the parts that only apply here.
Which ledger, which payroll platform, which HRIS, and what the candidate owned inside it rather than watched somebody else run.
Headcount supported, entities closed, invoice volume, or requisitions run. Figures the candidate can defend, checked against references.
We ask former managers what this person handled without being asked twice. Vague answers to that question are themselves an answer.
Work authorization, location, and on-site expectations are confirmed before the shortlist goes out, not after you have picked somebody.
04Send the role
2 minutes of detail here saves a discovery call. Attach the job description if you have one.
One intake covers every role. Take a look at the other practice areas, or send them all through the form above.