Turnover is a fact of life in business. If your company or department has five accounting professionals on staff and if the average tenure for each position is five years, you’ll end up going to the market about once a year.

Traditional recruitment methods such as newspaper advertisements, industry trade associations and word of mouth produce roughly 10% of candidates that are available at any given time. Unless someone is unemployed or very discontent in their current position, they are not responding to postings of any sort. Most accounting professionals are gainfully employed and although they may consider a better opportunity, they are not active in the job market.

Our success is predicated on being able to identify the other 90% of all potential candidates who won’t respond to traditional methodologies and approach them on our client’s behalf. This means that every search starts with research; research facilitated by a database that’s been tracking the careers of thousands of CA's, CMA's and CGA's over the past twenty years. And because Chartered Accountants out of public accounting are a significant part of our market, we stay in touch with Chartered Accountants in the Big 4 and mid-size public accounting firms at all times.

Because we’re the largest firm of our kind in the marketplace. With twenty Senior Associates plus our team of Research Associates, we’re able to stay connected to the accounting community and access who you need when you need them.

Because we talk accounting. Tax, treasury, audit, capital markets, derivatives, ERP implementation, Sarbanes-Oxley; you name it, we’ve seen it and more importantly, know where to find it in the marketplace.

Because we’re a service organization, not a sales organization. We have no interest in selling a client an unsuitable candidate, nor do we have any interest in crow-barring a candidate into a job that they don’t really want. Our job is to canvas the marketplace and to keep canvassing the marketplace until we’ve identified the right fit for both parties.

We understand that when one of our clients has an opening in their accounting group, this is a problem. A problem that needs to be solved as quickly as possible.

We are usually able to complete the identification and approach phase of the assignment within one to three weeks of the first client meeting. This means that our clients can be in a position to hire within four weeks of starting the search.

Read about our Search and Selection Process