We operate on an engaged or retained search model, serving as your exclusive partner throughout the hiring process. Our approach is consultative, research-driven, and fully transparent. You'll have visibility into every stage of the search, including candidates sourced, interviewed, submitted, and declined.

Every search is built from the ground up. We begin by understanding the ideal candidate profile, hiring timeline, organizational constraints, interview process, compensation structure, and long-term objectives. From there, we map the market, identify target companies, and engage high-caliber, often off-market talent.

We manage the search process from start to finish, allowing your team to remain focused on running the business while we focus on finding the right hire.

• Targeted approach.

• Dedicated focus.

• One voice to the market.

• Confidentiality.

Pricing:

C-Suite & Executive Leadership: 25% fee of hired candidate's base salary.

Controller, Director, VP: 22.5% fee of hired candidate's base salary.

Manager, Senior Manager, Assistant Controller: 20% fee of hired candidate's base salary. 

All engaged and retained searches include an up front retainer of 33% the estimated fee and candidate guarantee period.  Free replacement and discounted follow-on search fees are available based on the terms of the individual search.

We provide fast, flexible access to proven CFO leadership—exactly when and how your business needs it. Whether your company is undergoing transformation, facing financial challenges, preparing for a capital event, in need of stronger financial oversight, or simply not in need of a full-time CFO, our model ensures you receive top-tier financial expertise.

Our approach is built on trust, credibility, and results. We begin by embedding an experienced fractional CFO who delivers immediate strategic clarity and operational leadership. For companies experiencing financial restructuring, cash flow issues, or operational inefficiencies, we provide the tools and talent to stabilize, refocus, and position for growth.

As your business evolves, we scale with you - In addition to CFO leadership, we offer a range of services to support your company’s broader growth and operational needs. This includes staffing, professional bookkeeping, and support for organizational management.  Whether you’re shoring up your back office or preparing to scale, we provide the resources to get you there efficiently and effectively.

What sets us apart is our ability to deliver high-value financial and operational support on demand—with flexibility, accountability, and a partnership mindset. When you’re ready to hire full-time, we offer seamless options: convert your embedded CFO with a structured transition, or engage our retained search services at a preferred rate.

We are your strategic partner in financial leadership—ready to help your business grow, adapt, and thrive.

Pricing:

Fractional & Interim: Mark-up on candidate's hourly pay or monthly retainer, engagement dependent.

We provide in-depth executive due diligence to support high-stakes hiring and investment decisions. Our process goes beyond traditional background screening to deliver a clear, evidence-based view of a leader’s professional history, credibility, and reputational profile.

Our analysis includes a structured review of:

• Professional background and career track record

• Verified employment history and progression

• Education, credentials, and professional qualifications

• In-depth reference checks, management style, and peer reviews 

• Documented business successes and failures

• Industry reputation and leadership perception

• Potential conflicts of interest and related-party relationships

• Prior litigation and legal proceedings (where publicly available)

• Criminal records (where legally permissible)

• Bankruptcy filings and financial distress indicators

• Media coverage, interviews, and public statements

Each engagement is designed to help clients validate leadership claims, identify inconsistencies or risk signals, and make more confident decisions when evaluating senior executives.

Pricing:

Executive Due Diligence: $5,000 per report.

Same fee. Longer guarantee period. Stronger candidates. Higher retention. Superior market credibility. Less time spent hiring. Better experience.

We believe the contingency recruitment model is often misaligned with how critical accounting and finance hires should be made.

Contingency recruiting prioritizes speed. Firms frequently work dozens, sometimes hundreds, of searches simultaneously, creating an environment where success is measured by being first to submit candidates rather than identifying the right long-term fit. Recruiters are incentivized to move quickly, which can result in limited screening, inconsistent candidate messaging, and a "submit first, evaluate later" approach.

When multiple agencies are working the same search, your opportunity is often represented by several different voices in the market, each communicating the role, compensation, and company story differently. This can create confusion among candidates, weaken your employer brand, and ultimately reduce the effectiveness of the search. The candidate pool does not grow simply because more recruiters are calling it.

Our engaged search model is built around quality, focus, and accountability.

Because we partner with a limited number of clients at any given time, we're able to dedicate the time and resources each search deserves. We conduct detailed market mapping, proactively identify and approach top talent, thoroughly screen candidates, provide honest feedback and strategic guidance, and represent your organization consistently and professionally throughout the process.

We also maintain confidentiality when required and manage the search from start to finish. From defining the ideal profile and advising on compensation to sourcing, screening, interview coordination, offer management, and closing, we take the hiring process off your plate so you can remain focused on running your business.

Most accounting and finance professionals are not actively applying to jobs. The strongest candidates are typically employed, successful in their current roles, and must be identified, engaged, and evaluated through a proactive search process. These individuals are rarely found through job postings or mass applicant pools.

The result is a more focused search, a stronger candidate experience, higher-quality talent, and a significantly greater likelihood of making the right long-term hire. More importantly, you receive a dedicated search partner whose incentives are fully aligned with yours: finding the best person for the role, not simply the fastest placement.

Speed and clarity.  

Most hiring challenges don’t come down to a lack of talent—they come down to speed, clarity, and engagement.

Top candidates move fast. If a hiring process drags, is overly complex, or lacks clear communication, the best people are usually gone before a final decision is made. 

Engagement matters just as much. Hiring is a lot like dating—both sides need to feel genuine interest, momentum, and clarity on whether there’s a fit. When communication is slow or impersonal, candidates disengage. When candidates don’t feel prioritized, they move on.

Other common blockers include unclear role expectations, too many decision-makers, and inconsistent interview experiences—all of which create friction at exactly the moment you’re trying to build connection.

The companies that consistently make great hires tend to do three things well: move quickly, communicate clearly, and treat candidates like future teammates from the first interaction.

Most companies that benefit from a fractional CFO are typically in the $3M–$50M revenue range, or at a stage where they need senior financial expertise without the commitment of a full-time executive.

Fractional CFOs are especially valuable when there’s a specific gap in leadership or financial strategy that doesn’t justify a permanent hire. Instead of taking on the cost and long-term overhead of a full-time CFO, companies can bring in high-level expertise exactly when and where it’s needed.

The advantage is flexibility with immediate impact. You can bring in someone with little long-term commitment who can quickly transform financial operations, improve visibility, and support decision-making at a strategic level.

Many fractional CFOs also bring deep specialization—whether that’s SEC reporting, fundraising support, M&A, financial modeling, or tightening up bookkeeping and reporting systems. That means you’re not just filling a role—you’re getting targeted expertise that directly solves a business constraint.

In short, it’s a way to access senior-level financial leadership on demand, without the friction of a full-time hire.

Our focus is on small to mid-market companies—typically family/founder-run or investor-backed businesses that are scaling, or looking to backfill/replace, and need experienced accounting, finance, or operational leadership.  We work across all industries, and roles from management to executive level. 

Our strongest presence and network is in the Greater Boston area, although we frequently support clients and searches across the broader U.S.

We believe in transparency.

For retained and engaged search, we charge a fee of 20–25% of the hired candidate’s base salary, with the structure transitioning based on level of hire (typically 20%, 22.5%, or 25%). To initiate a search, we require a 33% retainer.  If a search is paused or discontinued for any reason, the retainer may be credited toward a future search.

We stand behind our placements with a 180-day guarantee period. If a placement does not work out within the first 90 days, we provide a free replacement search. Within the following 90 days, we offer a replacement search at half the standard fee.

For fractional and interim CFO engagements, we apply a markup to the CFO’s bill rate.

For executive due diligence reports, we charge a flat fee of $5,000.