Executive Recruiting
executive recruiting
Executive Recruiting for CPA and Advisory Firms
Most firms are struggling to hire. The pain shows up in missed deadlines, partner burnout, and stalled growth. It does not have to be that way.
If you are not getting the quality or quantity of talent you need, or if traditional recruiting has left you frustrated with high fees and weak candidates, you are not alone. Most CPA and advisory firms feel the same pressure.
Integrated Growth Advisors helps firms hire the people they cannot afford to miss: leaders, managers, and specialists who raise capacity, improve quality, and reduce partner stress.
perspective
A Different Approach to Recruiting
Traditional recruiting often creates new problems: high percentage-based fees, rushed placements, and little understanding of how CPA firms actually operate. Our work is built for firms that want a better answer.
What we hear most often from firms:
- "We are not attracting enough qualified candidates."
- "We need people who raise the bar, not just fill seats."
- "Our internal team cannot keep up with the hiring workload."
- "Contingency recruiters are expensive and rarely deliver."
Our approach addresses these challenges directly.
According to the original recruiting brochure, firms should evaluate whether they can attract the right quality and quantity of talent, fill roles quickly, and rely on internal resources to get the results they need.
If the answer is no, the financial impact can be significant.
Our model costs significantly less than percentage-based recruiting firms and is built for accuracy, clarity, and long-term success.
Roles We Fill
We focus on the roles that most directly affect capacity, deadlines, client experience, and partner workload. These are the hires that keep firms running and growing.
Core Focus Areas:
- Tax Managers and Senior Tax Professionals
- Audit Managers and Senior Auditors
- Client Accounting Services (CAS) Managers and Specialists
- Advisory and Consulting Managers
- Operations Managers and Workflow Leads
- Billing, Finance, and Firm Administration roles
- Marketing and Business Development Managers
These roles are often the hardest to fill, the most time-sensitive, and the most critical for relieving partner pressure and protecting client service.
If the role improves capacity, reduces bottlenecks, or drives operational stability, we can help you recruit it.
Services
How We Help firms Fill Their Most Important Operational Roles
- C-Level and Leadership Recruiting – Executives who align with your vision and culture.
- Talent Strategy and Workforce Planning – Build a leadership pipeline for long-term success.
- Succession and Transition Planning – Smooth leadership changes without business disruption.
- Market Intelligence and Competitive Insights – Where the talent is, what it costs, and how to win it.
- Executive Onboarding and Retention – Ensure impact from day one and stickiness beyond day ninety.
Why Firms Trust IGA and Why Our Clients Stay
Our methodology is built around one goal: a successful hire who performs and stays.
Gary’s recruiting program has earned a documented success rate of more than 90 percent for completed searches, and our clients tell us the difference is noticeable.
- Industry-specific network. Deep relationships across accounting and advisory talent markets.
- Proven search methodology. Market mapping, direct outreach, and competency-based evaluation.
- Confidential, high-touch service. Discreet from first call to signed offer.
- Long-term fit. We optimize for retention and culture, not just a placement.
How We Are Different
- We focus on roles where the cost of a bad hire is high. Leaders, managers, and specialists who move the firm forward.
- We begin with the firm’s goals, not a job description. We define success, outcomes, and cultural requirements before talking to candidates.
- Our fees are fixed and tied to work delivered, not a percentage of compensation.
- We evaluate candidates on skills, leadership, judgment, and cultural alignment.
- We support onboarding so the new hire makes an impact quickly.
methodology
Our Search Process
Integrated advisory support across strategy, operations, finance, leadership, and transition tailored to professional services firms.
1. Define Success
Clarify the role, success metrics, cultural drivers, and 12 to 24-month outcomes. Create the Position Success Profile and candidate scorecard.
2. Market Map and Source
Identify target firms, competitors, and adjacent pools. Multi-channel outreach to passive and active candidates.
3. Evaluate and Shortlist
Structured interviews, work-sample prompts, and reference calibration against your scorecard. Present 3 to 5 top candidates with written assessments.
4. Interview and Select
Orchestrate your interview flow, provide question guides, and align stakeholders.
Debrief after each round to converge on the finalist.
5. Offer, Close and Onboard
Comp guidance, negotiation support, acceptance management. 90-day onboarding plan and check-ins at 30/60/90.
Time to Shortlist: Typically 3 to 5 weeks from kickoff. Varies by role, market, and responsiveness.
Pricing and Engagement
- Transparent, milestone-based fees (often a fraction of percentage-based models).
- No surprises. Clear scope, timelines, and deliverables.
- Guaranteed support. If a placement doesn’t start, we re-activate the search within the engagement window.
Results You Can Expect
- A strong slate of role-ready, values-aligned candidates.
- A hiring decision grounded in evidence, not gut feel.
- Faster time-to-hire without sacrificing quality.
- Leaders who ramp quickly and stick.
FAQ
Frequently Asked Questions
If you don’t see your question here, we can cover it in a brief conversation.
Let’s Find Your Next Hire
A short conversation will determine if we can help. If it’s not a fit, we’ll tell you.
No pressure, no obligation, just a focused conversation about where you want the firm to go next.
