Accounting and finance staffing & recruiting services

Finding the right accounting and finance professionals is essential to your business’s success. PrideStaff Financial offers specialized staffing and recruiting solutions designed to help employers find qualified talent, manage workforce needs, and build stronger teams.

Workforce Pulse solutions for your business

Fill-ins for accounting support and professional personnel
Project specialists
Temporary employees for seasonal peaks, increasing workloads, and accounting cycles
Vacation and extended leave coverage

Business benefits

Reduce personnel expenses
Reduce unemployment liability
Control benefit costs
Meet project deadlines

Minimize employment risks
Manage resource constraints
Stay focused on top priorities
Avoid hiring mistakes

Reduce turnover
Improve morale
Test new ideas
Improve profitability

Direct hire advantages

Your next great hire is probably working at another company right now. How do you find them? PrideStaff Financial has a strong network of actively working candidates who would make a move for the right opportunity. These candidates are typically not found through traditional recruiting ads or job postings. Improve the quantity and quality of your next search by accessing qualified candidates through PrideStaff Financial’s direct hire services.

Additional resources

We have found thousands of qualified accounting and financial specialists for our clients. We’ve also helped many businesses improve their hiring processes. The following tips are helpful whether you work with us or not (but of course, we hope you do!):

Sourcing candidates

You have multiple options to find candidates:

Your website: Don’t miss the obvious; keep your listings up to date.
Career websites: Many of these sites cast a wide net.
Staffing firms: The firms have active relationships with job seekers.
Your connections: Ask friends and colleagues directly and through social media.
Executive recruiters: They can access hard to find working candidates.

Resume screening

Sift through it all:

Fast forward to experience: Hands-on experience usually tells more than a list of skills and objectives or a summary of qualifications.
Accuracy: Look for inconsistencies in spelling, grammar, and tone.
Call: Have a question? Don’t assume and miss a great candidate. Pick up the phone and ask.
Functional vs. chronological: Review each candidate’s skills, qualifications, and relevant experience in relation to the position’s requirements.
Sweat the details: Question inconsistent/unbelievable skills or experience.

Interview questions

Go beyond “tell me about yourself” and dig deeper:

What would your last supervisor say about you?
Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.
What is your typical way of dealing with conflict? Give me an example.
What do you know about our company?
Tell me about your best manager…and your worst.

Checking references

A critical step toward making a successful hire:

Be proactive: Prior to the interview, let candidates know you will be asking for references.
Get the info: Obtain multiple contact numbers for each reference, and other necessary information such as job titles, company names and addresses.
Choose the right references: Call only business references. Personal references are easier to reach, but not as effective.
Save time: Only call references for candidates you are seriously considering.
Ask for help: Let your candidate know that reaching positive references is a requirement for hire. Ask them to set up a time for you to call their references.

Job offers

You’ve found the right candidate, now close the deal:

Be quick: Taking too much time risks losing your candidate to another opportunity.
Be proactive: Ask the candidate if the position meets their needs throughout the interview process.
Be detailed: Make sure every aspect is in writing at the time of the offer.
Be prepared: Expect some negotiation and know your limits before making the offer.
Be competitive: Ensure that your offer aligns with or is slightly higher than market salaries and benefits for similar positions.

Onboarding

The right plan increases job satisfaction, retention and performance:

Workspace: Be prepared for a new employee; desk, office, phone, supplies, etc.
Mentor: Pair the new employee with a partner during the first 30-90 days.
Corporate culture: Successful orientation programs share business philosophy, values and traditions.
Clear expectations: Provide clear, visible, and manageable expectations.
Keep it going: View orientation as an ongoing process, not just a one-day program.

Reviews

"I heard back from them about potential interviews very quickly!"

Well, I submitted my resume on a Friday, heard back about potential interviews on Monday, interviewed on Tuesday, and got the job offer on Wednesday!

Samantha S.

"I felt like they really knew me."

They were always professional and personable. I felt like they really knew me and found jobs well suited for me.

Andrea D.

"I always felt important."

The employees at PrideStaff Financial are extremely professional and friendly. I always felt important whenever I called or came by. I would highly recommend.

Stephen L.

"PrideStaff Financial is adept at matching candidates that best suit the organization."

PrideStaff Financial gets to know their clients, the work atmosphere & corporate culture, and is adept at matching candidates that best suit the organization.

Ed G.

"Excellent customer service...best in the business!"

They have a sense of urgency that goes above and beyond the call of duty. They all work together as a team. I love working with the entire staff.

Leisa C.

"They know what they are doing and they do it well."

The staff is so professional and friendly. They know what they are doing and they do it well.

Gloria A.