​There is no doubt that our work is more satisfying and fulfilling when we are experiencing joy in what we are doing. Here are a few reminders about finding the joy in your work:

We work with companies every day that are hiring mid-to-management level accounting and finance positions and one question we hear a lot is, “How much do controllers make?”
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Companies asking us about controller salaries are usually trying to do accounting salary benchmarking to determine what to offer for the role. In some cases, the controller role is a new position for their organization. In other cases, they are looking to replace a long-term employee, which means they have not listed a controller opening in many years and they need timely advice on what to offer these days.

So, what is an accounting controller’s average salary? Get ready to dive into the numbers!

Do you see your accountant as a number cruncher or an advisor? In an article that we published almost two years ago, our team pointed out that, ​

And if that was true back then, it is certainly still true today! The best accountants are disciplined, proactive, collaborative, and operate with high ethical standards; and aside from just executing on deliverables, they also add value to the company with the work that they do in the following ways: 

We hear this question every day from business owners: “How much should I pay an accountant?”

Unfortunately, there is not a single right answer. Like any other occupation, an accountant’s salary is determined by a variety of factors. There are the usual variables like location and years of experience, but there are also unique determiners for accountants like professional licenses and accounting focus area. And then there is the ongoing war for talent to consider, which has made the topic of compensation even trickier!

If you want to know how much to pay your accountant, use this accountant salary guide to inform your compensation discussions and help you to make smart accounting recruiting decisions:

Want to know more about accounting recruiting? You’ve come to the right place! Our team of experienced accounting and finance recruiters is sharing some industry information to help you better understand today’s recruiting climate.

Have you noticed a significant rise in controller job openings these days? We have! In fact, over the last year, we have worked with more companies looking to hire a financial controller than ever before.

But, why? Are controllers resigning en masse, leaving vacant roles in their wake?

No. despite all the publicity around “The Great Resignation,” existing controller jobs are largely not opening up due to turnover. Instead, they are mainly appearing at organizations where controller roles have not previously existed. Since the pandemic there has been an increased need for experienced financial leadership. More organizations are creating financial controller positions to meet these new needs. As a result, accounting recruiters began unofficially calling 2021 “The Year of the Controller” as it drew to a close. And by the time 2022 started, the moniker had stuck, carrying over to this year as well as the recruiting push continued strong.
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Let’s look at what is driving this hiring trend, what should be included in a controller role, and how to hire a controller. 

“Start with the core of the onion.” This is a mantra I use when talking to hiring managers about who they want for their job opening. This means starting with their most ideal candidate and working through different profiles. Most hiring managers are looking for either the next “up and comer” or someone who is established and has a solid 20 years left in the tank. As we work through candidate profiles, inevitably the recommendation is to always hire the person who can add the most value in the position.
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In the world of non-executive accounting and finance recruiting, the ‘core of the onion’ answer is never “I’d love someone who is late in their career.” There is often a stigma attached to late-career candidates that is uneducated at best, and at worst tantamount to ageism. But late-career candidates should be considered equally with all other candidates. Understanding why first starts with thinking about a professional’s career trajectory. 

This is a common story we hear: “We’ve been searching for an accountant for months and just can’t find anyone!”

Clients that come to us with this story are usually weary and desperate for help in finding the right candidate for the specifics of their role. Often times work has been piling up and employee morale is down as other staff tries to cover the gaps. It is at this point that hiring managers begin to wonder if they should settle for less than what they were looking for, using the old “someone is better than no one” rationale. However, under-hiring for a role is often more costly than continued hiring delays.

One of the most common questions we hear when talking to prospective clients is “How do I know if I have the right accounting team in place?”

Now, the underlying questions wrapped in this broader question can vary to include things like:

• Are our employees’ skillsets the right fit for our most critical positions?
• Do we have enough accounting personnel?
• Where should we be using technology to augment our human capabilities?
• Are all of our accounting and finance needs being met with the roles we currently have, or are there gaps?

​If you are wrestling with these same types of questions, use this guide to determine if you have the right accounting team in place to move your company forward: 

A guest post from Jen Girard at CFO Selections

We get this request all the time. A small non-profit needs to hire a new Finance Manager. Sometimes they call this person a CFO or Controller, but whatever the title, the role is a Superhero who wears multiple costumes and does it all!

How do you find (and afford) this person? Find out how other non-profits are doing it: