OUR PROCESS: FIND – EVALUATE – HIRE
|An average search takes 8-12 weeks. Given the nature of our professional services,
there is no way to guarantee an exact timetable
The first step of our search is to find candidates. Every client has unique needs and we begin our search by holding a series of meetings with our client to understand the business, key short and long term goals, current challenges and opportunities, and gather information on the finance and accounting department. The result of these meetings is the development of the search criteria of must and preferred qualities of the CFO or Controller. These qualities provide the roadmap of how we will develop a list of candidate names for the search. To find candidates our team reaches out to people using a variety of methods, phone calls, emails, and social media. We target candidates who meet the unique needs of our client. This targeting comes from identifying companies that are similar to our client, identifying senior finance leaders known to our firm, and reaching out to our trusted network of business leaders.
Evaluating candidates is our process of interviewing candidates in which we ask questions that are relevant to the needs of our client. We develop interview questions designed to evaluate whether the candidate has the right mix of skills and experience being sought. At the same time we are listening to the potential candidate about their work style and habits to determine if they are the right culture fit for our client. For the candidates we present to our client, we typically conduct three to four phone interviews, one face to face interview, and have the candidate provide some written answers to selected interview questions.
Our expertise in the field of accounting and finance, combined with understanding what it means to be a member of a management team, provides us the perspective to evaluate candidates and choose a right group to present to the client. We typically make two to three reference calls on our candidates, and where possible we seek out “back door” comments on candidates from people known to us. This is an additional form of insight that assists us in the evaluation process. During the evaluation process we are in regular communication with the client providing updates on the search progress and discussing profiles of potential candidates. The goal of the evaluation process is to provide the client with three to five qualified candidates who are ready to say yes to an offer.
During the hire process, we work with our client as they interview the candidates presented to them. Our presentation of a candidate includes a written summary of their career highlighting areas of relevance to our client, a resume, and a grid comparing all of the presented candidates in key areas of skills and experience. We also provide a recommendation of the compensation package that will be sought by the candidate.
We work with the client to arrange interviews for each candidate and we discuss the results of each interview with the client and the candidates. Once the client selects the candidate to receive an offer, we work with the client on the key terms of the offer and then we typically make the offer to the candidate. The timing of when a candidate joins the client can vary tremendously for each search. The variables present on every search are whether the candidate is employed and how much notice they need to provide to their current employer, the length of the client’s interview process and the availability of client personnel to conduct interviews.
“Thanks to Jeff for improving the quality of our financial reporting so that we could pass the due diligence requirements for a major transaction.”-- Nick Goyak, General Counsel, Powin Corporation
“We have been so grateful to have Robert from your consulting team as part of Oiselle. He has truly been a difference maker.”-- Sally Bergeson, Founder + CEO, Oiselle
“CFO Selections does an exceptional job of getting to know both their candidates and their clients. This paid dividends in my case as Alex brought a relocation opportunity to me after working with me on another position. It turned out to be a great fit professionally and personally. This would not have happened had Alex not spent the time with me up front, stayed in touch, and reached out when he identified the potential opportunity.”-- Sean Tallarico, Controller, Pope Resources/Olympic Resource Management
“CFO Selections has sent us the perfect person to help streamline our processes, evaluate our financial product and personnel and respond to questions that were beyond basic bookkeeping. We love having her as part of our team!”-- Toyan Copeland, Co-owner, The Copeland Group
“CFO Selections delivered the finance professional we were looking for. This individual not only provides the technical expertise we need but also is an excellent fit with our corporate culture.”-- Andy Skipton, CFO, Logos Bible Software
“When we needed specific skills for a project, CFO Selections was able to quickly find someone who was a great fit for both our project and our company. We saved months of recruiting and got help on the terms and timeline we needed.”-- Bob Pritchett, President/CEO, Logos Bible Software
“My recruiting and HR team made the comment that CFO Selections is one of the top two executive search firms they have worked with in all their years of recruiting. This is high praise from an experienced team.”-- Lynn Takaki, VP – HR, Precor Incorporated
“Our short term consultant filled our urgent need and we also ended up being able to hire a stellar candidate thanks to Rich’s help in the search; Leann is the perfect technical and cultural match for us.”-- Martinique Grigg, Exec. Director Mountaineers
“The outsourced CFO is an ideal, cost effective solution for many of our small and mid-sized clients that don’t yet need a permanent financial executive on staff.”-- Mike Gano, Managing Partner, The Partners Group
A charitable foundation providing time, talent, and treasure to foster children within the communities CFOS Selections serves.
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