The majority of organizations are constantly looking for top full-time talent to help support their growth. The savvy C-Level executive knows that their time is better spent running the company than trying to source candidates on their own. At Mercer Bradley, our Staffing Professionals utilize extensive networks and relationships to support your search for any of the following positions and more.
- VP Finance
- Director of Finance
- Corporate Controller
- Assistant Controller
- Financial Reporting Manager
- Internal Audit Manager
- Budget Manager
- Business Analyst
- Senior Audit Manager
- Treasury Manager
- Accounting Manager
- Senior Financial Analyst
- Tax Manager
- Cost Accountant
- Senior Accountant
- Intermediate Accountant
- Internal Audit/SOX
- Payroll Professional
TEMPORARY & CONTRACT
There are critical times in every business when contracting a professional accountant is the best option. Our contract professionals include intermediate to senior level accountants and highly qualified business consultants that have demonstrated a proven track record of accomplishment. Engagement terms are very flexible to accommodate your business requirements and might include contracts as short as a few weeks to well over a year.
Sample contract engagements:
- Maternity leave coverage
- Vacation or sick leave coverage
- Year End or Quarter End
- Audit/Audit Preparation
- SOX/IFRS compliance
- Sudden resignations
- Vacant positions
- Interim Controller
- Financial Systems Report Writing
- Budgeting & Strategic Planning
- Hiring freezes
- Hired Gun - CFO for hire
- Tax audits
- SEC/Securities Reporting
- Bankruptcy & Turnaround
- Mentor/Coach to rising star
- Financial Reconciliations
- ERP & Financial system implementations
- Mergers, acquisitions, divestures
- Financial Planning & Analysis
THE SEARCH PROCESS
Step One - Learning More About You
The first step is to organize an initial meeting so we can thoroughly understand your needs. We do a complete evaluation regarding the strong selling points of the role and your organization. Our goal is to gain an in-depth understanding of the role, observe the cultural style of your organization and working environment and speak candidly regarding the strengths and personal attributes required of the candidates to ensure a successful match. These intangibles cannot be obtained from a job description alone.
Step Two - Mining Our Network and Identifying Candidates
We turn to our extensive network of passive candidates that cannot be found through public job sites. However, we also advertise extensively on Professional Accounting Job Boards and Associations.
Step Three - Assessing the Candidates
Candidates that are interested and qualified will be initially interviewed and evaluated by Mercer Bradley Staff. Our Staffing Professionals all have a depth in accounting knowledge gained directly from their work in industry accounting departments and/or experience as a financial staffing professional. We screen and shortlist potential candidates selecting the top individuals for interview utilizing technical and behavioural interview methods.
Step Four - Presenting Shortlisted Candidates to You
We provide a detailed candidate profile for review outlining the strengths and suitability of the individual. We also provide at least two in-depth reference checks and can provide criminal background checks and personality assessments if required.
Step Five - Employer Interviews
We arrange interview times and can provide offsite interview facilities at our offices to maintain confidentiality if desired. Using our offices, you have the option to conduct several back-to-back interviews with candidates thereby ensuring a consistent interview experience for both you and the candidate.
Step Six - Making the Offer
We advise on potential offers and how to position your company to be successful in securing the desired candidate. We act as a liaison between candidate and employer during the offer stage to ensure clear communication and expectations are documented.
Step Seven - Follow Up
We assist the chosen candidate with their resignation process. We also follow up in the first week, the 3 week mark and the 3 month mark to ensure that the placement has been successful.