Specialist hiring · finance first
We work both sides of the ledger.
On the desk right nowFinancial Controller
Chartered accountants, controllers, FP&A leads, risk and treasury talent — shortlisted by people who have actually sat in those seats. Most searches close in under six weeks.A named consultant, honest salary data, and briefs from companies that have already told us their budget. No blind applications, no silence after round two.
Pick the side you're standing on.
The same consultant handles both ends of a search, so nothing gets lost in translation between what a company wrote in the JD and what the job actually is.
You need a finance hire that sticks.
Retained and contingent search across finance functions, from a first controller through to CFO. We qualify the brief before we touch the market.
- Role scoping and salary benchmarking before we advertise
- Four to six qualified candidates, not forty CVs
- Technical screening by a qualified CA on our panel
- Structured interview kits and scorecards you keep
You want the move to be worth it.
We only put you forward for roles where the budget, the reporting line and the scope are already confirmed. You hear back either way, within five working days.
- A career conversation before any CV goes out
- Real salary bands for your qualification and city
- Your CV rewritten to the finance function's language
- Offer and notice-period negotiation handled for you
Finance is the specialism. It is not the ceiling.
Six desks staffed by consultants who have worked inside the function they now hire for. Each desk keeps its own live map of who is moving, what they earn, and who is about to be counter-offered.
And the roles that sit next to finance
Healthcare and MBBS-qualified leadership, legal and company secretarial, HR, and general management. If your business needs it, we will either run it or tell you honestly that someone else should.
The sequence
From brief to signed offer.From first call to first day.
Every stage of a mandate, in order. You get a named relationship manager, agreed terms up front, and live updates at each one.Every stage of your search, in order. You always know which one you are in, and what happens next.
Stage 01 of 10
One dedicated relationship manager runs your mandate end to end — first resumes land within 24–48 hours.
Share your mandate — or get approached by us
Submit the role details, or connect with us directly. We also proactively reach out to companies we identify as a strong fit for our talent network and specialization.
You get a dedicated relationship manager
A single point of contact is assigned to your account, who understands your hiring needs closely and stays with you across this mandate and any future ones.
We scope the mandate in detail
A structured intake call covers the specifics a job description can't capture: the profile you actually need, where you have flexibility, and what would make a candidate stand out.
We formalize commercial terms
Fee structure and engagement terms are agreed upfront, along with our replacement guarantee, so the commercials are clear before the search begins.
We source from everywhere, not just our database
We draw on our internal database of 10,000+ candidates alongside targeted outreach across the wider market to find the best fit for the role — not job board postings. You receive your first set of resumes within 24-48 hours, screened and shortlisted by a domain specialist.
We deliver a shortlist with context
Each candidate profile includes background, compensation expectations, and our assessment of fit against the mandate.
You get live updates on mandate progress
Shortlist status, interview scheduling, and feedback are shared with you over WhatsApp or email as they happen, so the process stays transparent throughout.
We coordinate every interview round
Scheduling, market and compensation benchmarks to help you calibrate your offer, and structured feedback collected from both sides after each round.
We help you close
We work both sides to align on terms and get the offer signed.
We stay engaged before and after joining
We check in with the candidate before their joining date and after, to track how the transition and work environment are going and flag anything that could be improved. If a grievance comes up on either side, we step in as a bridge between you and the employee to help resolve it.
Numbers we are willing to be held to.
Average time-to-hire for finance roles
Placements completed since 2020
Shortlisted candidates reaching final round
Hires still in seat at 12 months
We had run the Group FC search twice ourselves and given up. heyJobz came back with four names in eleven days and we hired the second one. The written scope alone was worth the fee.
I had been sending my CV out for four months with nothing back. They told me exactly why it was not landing, rewrote it, and I had two offers inside six weeks. First recruiter who actually called me back.
What should this role pay?
Built from offers we have seen accepted in the last twelve months. Useful whether you are benchmarking a budget or working out whether to ask for more.
Level is derived from experience, not self-selected — the same job carries a different title at every company.
Median ₹35.6L
Benchmarks are indicative and shift with the market.
Based on 62 comparable placements.
Compare by company tier
7 open mandates currently match this profile.
The range and tier comparison are free. For a precise figure we look at your actual scope, variable structure, and who else is hiring for it right now.
What the desk is seeing.
Published quarterly. Written by the consultants running the searches, not by a marketing team reading someone else's report.
CA salary benchmark: India & GCC
Post-qualification bands across audit, FP&A and controllership, with the counter-offer premium that is now standard at 4–8 years.
Your first finance controller
When a founder-led business should stop stretching the CA firm and put a controller in seat — and what that person costs.
Industry or practice, at 3 years?
The trade-off nobody explains properly to newly qualified CAs, with the ten-year earnings picture for both routes.
The questions we get every week.
Contingent searches are billed as a percentage of first-year fixed CTC, payable only when your hire starts. Retained and CXO searches run on a staged fee against a signed scope. Either way, the scoping session, the salary benchmark and the market map cost you nothing.
A job board reaches people who are actively applying. Most of the finance talent worth hiring is not applying to anything — they are in seat, performing, and only movable through a conversation. That conversation is the service. You get a handful of qualified names, not hundreds of CVs to sift.
We re-run the search at no fee if a placed candidate leaves within an agreed window, for any reason other than redundancy or a change in the role's scope.
Yes — legal and company secretarial, HR, general management, and MBBS-qualified healthcare leadership. Finance is where our depth is, so if a brief sits outside what we can genuinely do well we will say so and point you somewhere better rather than take the mandate.
No. Nothing leaves our desk without your explicit sign-off on that specific company, and we never send a profile speculatively. If a client is on your do-not-approach list, we will not put you in front of them even if the fit is perfect.
Nothing, at any stage. The CV rewrite, the salary benchmark, the interview prep and the offer negotiation are all paid for by the hiring company. Any recruiter who asks a candidate for a fee is not a recruiter.
Start here
One call. We'll tell you what the seat really costs.One call. We'll tell you what you're really worth.
Fifteen minutes with a consultant who has run this search before — the realistic band, how long it will take, and whether you need one hire or two. No fee until someone starts.Fifteen minutes, no CV needed. What your qualification and years are actually earning right now, and which moves are open to you.