Functions
Audit & Tax
Credentialed, calendar-bound, and almost never looking.
Why this seat matters
Audit and tax run on a calendar you do not control. A missed filing, a late provision, or an unprepared audit costs real money and real credibility with your board and your lenders. This seat has to be filled before the deadline, not explained after it.
Roles we place
Director of Tax
Senior Tax Manager
Audit Manager
Internal Audit Lead
Who we place
Public accounting and corporate audit and tax talent, from Associate through VP, including specialized roles where the talent pool is small and knowing who’s genuinely available matters more than how many resumes you can generate.
How we find them
Strong audit and tax professionals are rarely looking, and they don’t have time for job posts. We build each search from zero, approach them directly, and verify the licenses, entity experience, and technical depth behind every resume. You meet 2 or 3 people who can do the work from day one.
We commit to
An accepted offer within 30 days of intake, planned around your filing and audit calendar. One relationship manager for every audit and tax search, from Associate through VP. Your search never gets pushed aside for a bigger one, even during busy season.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
In audit and tax, timing matters. The talent market shifts with busy seasons, deadlines, and career cycles. We know when candidates are most likely to move, where to find them, and how to engage the passive talent that isn’t applying.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
You’re hiring against a filing deadline, a busy-season gap, or a credential you can’t cover internally.
You’d rather see two genuinely qualified CPAs than fifteen resumes that happen to mention tax.
You can move quickly once we find someone.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Audit & Tax
Credentialed, calendar-bound, and almost never looking.
Why this seat matters
Audit and tax run on a calendar you do not control. A missed filing, a late provision, or an unprepared audit costs real money and real credibility with your board and your lenders. This seat has to be filled before the deadline, not explained after it.
Roles we place
Director of Tax
Senior Tax Manager
Audit Manager
Internal Audit Lead
Who we place
Public accounting and corporate audit and tax talent, from Associate through VP, including specialized roles where the talent pool is small and knowing who’s genuinely available matters more than how many resumes you can generate.
How we find them
Strong audit and tax professionals are rarely looking, and they don’t have time for job posts. We build each search from zero, approach them directly, and verify the licenses, entity experience, and technical depth behind every resume. You meet 2 or 3 people who can do the work from day one.
We commit to
An accepted offer within 30 days of intake, planned around your filing and audit calendar. One relationship manager for every audit and tax search, from Associate through VP. Your search never gets pushed aside for a bigger one, even during busy season.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
In audit and tax, timing matters. The talent market shifts with busy seasons, deadlines, and career cycles. We know when candidates are most likely to move, where to find them, and how to engage the passive talent that isn’t applying.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
You’re hiring against a filing deadline, a busy-season gap, or a credential you can’t cover internally.
You’d rather see two genuinely qualified CPAs than fifteen resumes that happen to mention tax.
You can move quickly once we find someone.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Audit & Tax
Credentialed, calendar-bound, and almost never looking.
Why this seat matters
Audit and tax run on a calendar you do not control. A missed filing, a late provision, or an unprepared audit costs real money and real credibility with your board and your lenders. This seat has to be filled before the deadline, not explained after it.
Roles we place
Director of Tax
Senior Tax Manager
Audit Manager
Internal Audit Lead
Who we place
Public accounting and corporate audit and tax talent, from Associate through VP, including specialized roles where the talent pool is small and knowing who’s genuinely available matters more than how many resumes you can generate.
How we find them
Strong audit and tax professionals are rarely looking, and they don’t have time for job posts. We build each search from zero, approach them directly, and verify the licenses, entity experience, and technical depth behind every resume. You meet 2 or 3 people who can do the work from day one.
We commit to
An accepted offer within 30 days of intake, planned around your filing and audit calendar. One relationship manager for every audit and tax search, from Associate through VP. Your search never gets pushed aside for a bigger one, even during busy season.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
In audit and tax, timing matters. The talent market shifts with busy seasons, deadlines, and career cycles. We know when candidates are most likely to move, where to find them, and how to engage the passive talent that isn’t applying.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
You’re hiring against a filing deadline, a busy-season gap, or a credential you can’t cover internally.
You’d rather see two genuinely qualified CPAs than fifteen resumes that happen to mention tax.
You can move quickly once we find someone.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.