15 Best CFO Executive Search Firms (Full List 2025)

A company’s financial health is no small feat. It requires a skilled strategist at the helm – a Chief Financial Officer (CFO) who can navigate complex financial challenges and score big wins. But finding that perfect CFO isn’t easy. It’s a high-stakes game where one wrong hire can cost you dearly.

To help you with this, we will spotlight the 15 premier executive search firms specializing in CFO recruitment. We’ll break down what sets them apart and who they’re a good match for.

15 Top-Rated CFO Executive Search Firms

Here’s a quick rundown of the top 5 CFO executive search firms.

Firm	Specialization	Fee Structure	Global Reach	Hiring Turnaround Time
Genius	CFO Executive Search	One-time 25% fee	Yes	1-2 weeks
Cowen Partners	Top 1% Human Capital	Upfront Payment	Yes	4-6 weeks
JM Search	Personalized Approach	Upfront Payment	Yes	4-6 weeks
Stanton Chase	Leadership Development	Upfront Payment	Yes	4-6 weeks
Vell Executive Search	Technology Sector	Upfront Payment	Yes	4-6 weeks

1. Genius

Genius specializes in finding top-tier talent globally, offering up to 80% in salary savings with no monthly fees. We leverage local collaborations for on-the-ground sourcing and guarantee satisfaction with our 6-month talent assurance. At Genius, we focus only on the top 1% of talent, making hiring the best CFO for your company more efficient and cost-effective.

Services Offered:

• CFO executive search
• CFO financial acumen evaluation
• Strategic leadership alignment
• Succession planning for CFO roles

Cost & Pricing Structure: 

• One-time 25% fee of the candidate’s first-year salary

Best For: Startups, SMEs, private equity firms, and businesses like real estate, legal, and various other service-oriented companies

Process & Timeline: 1-2 weeks

1. Initial consultation with our dedicated talent-sourcing experts to find out your needs and company culture.
2. Using our 6-phase process to carefully evaluate and screen candidates, checking their skills, experience, and cultural fit.
3. Narrowing down the candidates to the top 3 choices for you to review.
4. Helping you with interviews and assessments, offering support throughout the selection process.
5. Assisting you with onboarding the chosen candidate to ensure a smooth transition.
6. Following up regularly over 6 months to monitor the candidate and address potential issues.

2. Cowen Partners

Cowen Partners is a premier CFO executive search firm, known for its ability to place highly qualified candidates in C-suite roles across diverse industries. With extensive experience in different industries, Cowen Partners has established a reputation for delivering top talent to companies ranging from startups to Fortune 1000 enterprises. They’re also committed to ensuring diversity and inclusion in their sourcing process.

Services Offered:

• CFO Executive Search
• Interim CFO Placement
• CFO Consulting

Cost & Pricing Structure: 

• 30%-35% of the hire’s estimated first annual salary, paid in 3 installments

Best For: Public and private companies, pre-IPO ventures, non-profits

Process & Timeline: 6-9 weeks

1. Meeting with the hiring manager and key team members to understand your needs, company culture, and desired qualities in a CFO.
2. Focused recruitment drive to find the top 10 candidates within 30 days.
3. Detailed process to evaluate and screen the top 10 candidates, looking at their skills, experience, and cultural fit.
4. Narrowing down the candidates to the best 5 through thorough assessments and evaluations.
5. Sharing assessment results with you to help you choose two finalists.
6. Assisting with background checks, references, and salary negotiations for the two finalists.
7. Helping onboard the final choice.

3. JM Search

JM Search stands out as a leading retained executive search firm, boasting over 40 years of experience. During this time, they’ve recruited top CFOs and financial executives for a range of companies. 

Known for their deep industry knowledge and specialized approach, JM Search is dedicated to finding A-players who boost company performance and add value for shareholders. The firm has gained accolades from industry leaders and publications like Forbes and Fortune for its excellence in executive recruitment.

Services Offered:

• CFO Executive Search
• Financial Executive Placement (CAO, VP Finance, VP Treasurer)
• Financial Planning and Analysis (FP&A) Roles

Cost & Pricing Structure:

• Retainer-based custom pricing per engagement

Best For: Private equity firms, high-growth private and public companies

Process & Timeline: Approximately 2 weeks

1. Client meeting to understand your needs and what you want in a CFO.
2. Using their broad network to find potential candidates who fit your criteria.
3. Detailed assessments to evaluate each candidate’s skills and experience.
4. Thorough background checks on shortlisted candidates.
5. Presenting to you a carefully selected shortlist of top candidates.
6. Arranging client interviews with the chosen candidates.
7. Final evaluations to help you make an informed decision.
8. Supporting the new CFO’s transition while they settle into your company.
9. Conducting follow-ups over the first year to check the candidate’s progress.

4. Stanton Chase

Stanton Chase, established in 1990, is a global executive search firm known for its expertise in recruiting top CFOs and financial executives. With over 350 consultants across 70 offices in 45 countries, Stanton Chase has built a reputation for delivering high-caliber leadership that drives organizational success and shareholder value. The firm conducts over 300 CEO and board member placements every year.

Services Offered:

• CFO Executive Search
• Financial Planning and Analysis (FP&A)
• Treasury and Risk Management

Cost & Pricing Structure:

Retainer-based, flexible pricing models

Best For: Large enterprises, mid-market companies, startups

Process & Timeline: Variable

1. Client meeting to understand your needs, goals, and expectations for the CFO role.
2. Creating a comprehensive job description outlining key responsibilities and success metrics.
3. Using customized search methods and an extensive network to find potential candidates.
4. Formal and informal interviews to assess candidates’ suitability and fit.
5. Presenting to you a detailed shortlist of candidates, including insights on their qualifications and fit.
6. Interview preparation that includes tailored advice and strategies.
7. Assisting in final hiring decisions, like salary negotiations.
8. Developing a 100-day onboarding plan to ensure smooth integration for the new hire.
9. Continuous monitoring of the new hire’s progress and performance during the first year.

5. Vell Executive Search

Vell Executive Search excels in placing technology C-suite executives and board members, particularly in the tech sector. Based in Boston, Massachusetts, they work with both big and small companies in the US and Canada. 

Since 2005, they’ve used their expertise to quickly find the best leaders. Their team of consultants brings over 20 years of experience, making Vell a trusted partner for businesses looking to strengthen their financial leadership.

Services Offered:

• Technology Executive Search (CIOs, CTOs, CISOs)
• Financial Planning and Analysis (FP&A)
• Audit Committee Member Search

Cost & Pricing Structure:

Contingency-based, bespoke pricing

Best For: Technology companies, venture capital-backed firms, public companies

Process & Timeline: Variable

1. Defining the ideal candidate profile and setting up the search committee, process, and timeline.
2. Developing an assessment criteria and candidate evaluation method tailored to your needs.
3. Creating a job description, outlining the role and necessary skills, and holding weekly progress meetings.
4. Sourcing a diverse candidate pool through networks, contacts, and primary research.
5. Conducting initial interviews with promising candidates during weekly calibration sessions.
6. Presenting the top candidates to you and managing the overall interview process.
7. Guiding finalists as they present their strategy to selected executives, board members, or decision-makers in your company.
8. Negotiating the final terms including compensation and benefits.
9. Overseeing offer acceptance and providing ongoing support for 12 months.

6. Crist|Kolder Associates

Founded in 2003, Crist|Kolder Associates is a leading executive search firm renowned for placing top-tier CFOs and other senior financial executives. They have a track record of successfully sourcing leaders who drive growth and strategic initiatives. 

Known for their comprehensive market insights, they’ve earned a reputation for excellence in executive recruitment. They’ve worked with high-profile clients like American Express and General Motors.

Services Offered:

• Executive Search for CEOs, COOs, CFOs
• Financial Officer Search
• Audit Committee Member Search

Cost & Pricing Structure:

Retainer-based, custom pricing per engagement

Best For: Public companies, large PE-owned firms, family-controlled companies

Process & Timeline: Variable

1. Client meeting to learn about your needs and company culture.
2. Writing a clear job description that outlines key responsibilities and goals.
3. Assigning a dedicated Partner and an experienced team to handle the search.
4. Tapping into a wide network to find top executive candidates.
5. Perform initial screenings of potential candidates.
6. Conducting in-depth interviews to assess candidates’ skills, experience, and fit.
7. Providing a shortlist of well-suited candidates with detailed profiles.
8. Helping you prepare for interviews and the final selection and offer process.
9. Supporting the new CFO’s onboarding.

7. Egon Zehnder

Egon Zehnder, established in 1964, is a top global executive search and leadership advisory firm with a strong track record in sourcing exceptional CFOs and financial leaders. With over 600 consultants across 65 offices in 36 countries, the firm is known for its deep industry expertise and comprehensive approach to executive recruitment. 

Egon Zehnder partners with clients to identify, develop, and place financial executives who drive innovation and strategic growth.

Services Offered:

• Executive Search
• Financial Leadership Assessment
• Board and Audit Committee Recruitment

Cost & Pricing Structure: 

Custom pricing based on engagement specifics.

Best For: Public and private companies, private equity portfolio firms, and family-owned businesses.

Process & Timeline: Variable

1. An in-depth discussion to understand your needs, culture, and goals for the CFO role.
2. Creating a candidate profile specifying your job specifications, outcomes, and cultural fit.
3. Identifying candidates using their global network and databases.
4. Evaluating the candidates’ skills, experiences, and cultural alignment.
5. Providing you with a shortlist of top candidates with detailed profiles.
6. Conducting 5-6 interviews with top candidates.
7. Facilitating the final selection and salary negotiations.
8. Assisting with the onboarding.

8. Heidrick & Struggles

Heidrick & Struggles is a pioneer in executive search. They combine their searching expertise with their unmatched ability to conduct enterprise-wide custom assessments. They also pride themselves on the ability to uncover what causes performance challenges for leaders and organizations. 

Currently, Heidrick & Struggles serves over 10,000 clients from major business centers in North America, Latin America, Europe, the Middle East, Africa, and Asia Pacific.

Services Offered:

• Executive Search
• Diversity, Equity & Inclusion (DEI) Consulting
• Leadership Development

Cost & Pricing Structure: 

Tailored pricing according to project requirements.

Best For: Global enterprises, private equity firms, and organizations across various industries.

Process & Timeline: 2-3 weeks to the interview stage

1. Client meeting to understand your needs and company culture.
2. Creating a detailed job description for the CFO role.
3. Researching the market and using a global network to find potential candidates.
4. Using cloud-based tools to store, search, and share candidate information efficiently among staff worldwide.
5. Screening candidates to check their backgrounds and fit.
6. Interviewing screened candidates to assess their skills, leadership, and cultural fit.
7. Presenting a shortlist of top candidates.
8. Arranging client-candidate meetings throughout the interview process.
9. Checking references to confirm candidates’ credentials and past performance.
10. Helping with the offer negotiation and onboarding.

9. CFO Search, Inc.

CFO Search Inc. is a boutique executive search firm specializing exclusively in recruiting for CFO roles. With over 500 CFO placements since 2008, the team provides world-class financial talent for different scenarios, from IPOs and acquisitions to succession planning. They offer both retained and contingency options, ensuring maximum flexibility with zero risk.

Services Offered:

• CFO Recruitment
• Interim CFO Placement 
• Executive Financial Staffing

Cost & Pricing Structure: 

Contingency-based or retained payment options.

Best For: Companies of all sizes, from startups to large public enterprises.

Process & Timeline:

1. In-depth client consultation to understand your specific needs and organizational culture.
2. Creating a detailed job description for the CFO role.
3. Reaching out to a trusted network for referrals while using a nationwide database of pre-qualified CFO candidates.
4. Directly contacting potential candidates to present opportunities.
5. Screening candidates to check their backgrounds and fit with your needs.
6. Interviewing candidates to assess their skills, leadership, and cultural fit.
7. Presenting a shortlist of top candidates with detailed profiles and arranging client-candidate meetings.
8. Helping with the offer negotiation and onboarding to make the transition smooth.

10. Osborne Financial Search

Osborne Financial Search is a boutique executive search firm specializing in recruiting CFOs for mid-sized companies. With over 30 years of experience in finance and accounting recruitment, Osborne has built a reputation for successfully placing top financial executives. The firm’s focus on understanding client needs and a proven search methodology ensures they consistently deliver excellent results.

Services Offered:

• CFO Recruitment
• VP of Finance Placement
• Financial Leadership Assessment

Cost & Pricing Structure: 

Custom fee based on specifics.

Best For: Owner-managed businesses and organizations across various industries.

Process & Timeline: ~3 weeks

1. Client meeting to understand your specific needs and company culture.
2. Conducting a 360-degree evaluation of your business and the CFO position requirements.
3. Creating a detailed profile outlining your desired qualifications, experience, and personality traits for your future CFO.
4. Mapping out potential candidates who match your preferred profile.
5. Reaching out to anywhere from 100-300 potential candidates.
6. Presenting an initial candidate who fits the profile to align with your expectations.
7. Adjusting the candidate profile if necessary based on your feedback.
8. Interviewing 15 to 25 potential candidates to assess their fit.
9. Providing a shortlist of the top 4 or 5 candidates for you to review.
10. Assisting with final interviews and onboarding of the selected candidate.

11. Spencer Stuart

Founded in 1956, Spencer Stuart is a leading global executive search and leadership consulting firm. They help organizations worldwide find the right leaders for high-performing teams. With over 70 offices in 33 countries, they’ve placed top CFOs and financial executives across various industries. 

In the past 2 years, they conducted over 1,200 senior finance searches, demonstrating a strong track record in matching finance leaders with the right skills and cultural fit.

Services Offered:

• Executive Search
• CEO Succession Planning
• Leadership Consulting

Cost & Pricing Structure: 

Variable pricing depending on project details.

Best For: Fortune 500 companies, private equity firms, emerging companies, and non-profits.

Process & Timeline: 2 weeks to the interview stage

1. Full assessment of the required CFO role.
2. Establishing priorities to shape the search process.
3. Writing a detailed job description, specifically outlining responsibilities, goals, and key challenges.
4. Conducting targeted research into relevant companies and sectors to find candidates with the necessary skill sets.
5. Developing a list of qualified prospects and conducting preliminary referencing with third-party contacts.
6. Reaching out to potential candidates and assessing their interest in the role.
7. Arranging competency-based interviews to evaluate candidates based on the position specification.
8. Creating a shortlist of candidates who meet the qualifications and show genuine interest in the position.
9. Providing in-depth written analysis and appraisal of shortlisted candidates.
10. Assisting with negotiations and onboarding.

12. Y Scouts

Y Scouts founded in 2012 connects leaders with organizations that value meaningful impact. They use a proprietary Leadership Model that considers the ideals of companies and candidates to match them based on cultural fit and operational needs. 

Y Scouts stands out for their innovative and thorough recruitment methods, focusing on aligning candidates’ passions with company missions. They’ve successfully placed leaders in high-growth industries across the US and Canada.

Services Offered:

• CFO Executive Search
• Leadership Development
• Interim Executive Placement

Cost & Pricing Structure: 

Engagement-specific pricing model.

Best For: Industry-agnostic businesses, especially those emphasizing corporate social responsibility and purpose-driven leadership.

Process & Timeline: Variable

1. Starting with a so-called “fanatical approach” and “radical realignment” to match your business’s purpose before the search begins.
2. Collecting insights from employees to understand your cultural DNA, including your vision and values.
3. Defining the CFO role and coming up with success metrics.
4. Drawing potential candidates to the opportunity by focusing on why they should apply rather than what the position entails.
5. Coming up with a search strategy and timeline, which includes choosing the best channels to hire the right candidate.
6. Creating an interview guide for you to follow.
7. Regularly updating you on the progress of the search process.
8. Presenting finalists that are considered a great fit based on Y Scouts’ “radical alignment” process.
9. Conducting open-ended discussions with candidates to assess cultural fit and alignment with your goals.

13. Frederickson Partners

Frederickson Partners, established in 1995, is a leading executive search firm with a strong focus on placing top CFOs and other senior leaders. With over 28 years of experience, they have completed more than 2,500 executive searches. 

Known for its extensive network and deep expertise, Frederickson Partners excels in connecting organizations with high-caliber financial leaders who drive growth and strategic success​.

Services Offered:

• C-Suite Executive Search
• Interim HR Executives
• DEI Leadership Recruitment

Cost & Pricing Structure: 

Flexible pricing based on client needs.

Best For: Startups, high-growth enterprises, mission-based organizations, and global companies.

Process & Timeline: Around 17 days to shortlist the candidates, 2 months to onboarding

1. Assessing the role’s requirements, organizational gaps, and opportunities to fit your business goals.
2. Defining the top three success outcomes for the first 12-18 months for the new CFO.
3. Tapping into a network of over 20,000 executives, including top HR and People officers worldwide.
4. Conducting behavioral-based interviews to evaluate each candidate’s personality, strengths, weaknesses, and work history.
5. Using a 21-point assessment to review your company history, future goals, leadership, strategic programs, culture, and necessary traits.
6. Presenting a shortlist of the best candidates.
7. Providing weekly search reports, benchmark data, and compensation market data to keep you updated on the process.
8. Using current compensation data to help with offer negotiations.
9. Creating an onboarding plan to set the new CFO up for success.

14. Korn Ferry

Korn Ferry founded in 1969, excels in executive search and organizational consulting. They connect businesses with top financial professionals, including CFOs and senior financial analysts, by leveraging their extensive network and industry expertise. 

Korn Ferry has been recognized by Forbes as America’s best executive recruiting firm multiple times, helping companies find the leaders they need for growth.

Services Offered:

• CFO Executive Search
• Leadership Assessment
• Board and CEO Services

Cost & Pricing Structure: 

Pricing tailored to project requirements.

Best For: Fortune 500 companies, finance sectors, consumer products, and telecommunications industries.

Process & Timeline: 9 weeks on average

1. Holding an initial consultation to define your specific requirements and expectations for the role.
2. Developing a customized search strategy tailored to your needs and industry.
3. Using AI-powered tools to identify and discover potential candidates.
4. Performing detailed market research and talent mapping to find the best candidates.
5. Providing a list of shortlisted candidates for review.
6. Facilitating interview scheduling and conducting interviews with candidates.
7. Thoroughly evaluating and vetting candidates for qualifications and fit.
8. Managing salary negotiations and handling offer presentations to candidates.
9. Assisting with the onboarding process and integration into the client’s organization.
10. Conducting follow-up evaluations to ensure successful placement.

15. Acertitude

Acertitude is a purpose- and data-driven executive search firm. They started in 2015 and expanded into the international scene in 2020. They’re known for their data-driven approach and industry expertise.

The company has placed top CFOs and senior executives across various industries, including healthcare, technology, and financial services. Acertitude works with private equity firms, global enterprises, and startups to drive organizational transformation and success.

Services Offered:

• Executive Search
• Executive Assessment
• Succession Planning

Cost & Pricing Structure: 

Pricing tailored to project requirements.

Best For: Top global private equity firms, companies undergoing transformation, and organizations seeking high-impact leaders.

Process & Timeline: Less than 3 months on average

1. In-depth client consultation to understand your specific needs and organizational culture.
2. Creating a detailed profile of your ideal CFO based on the requirements you provided.
3. Leveraging their extensive network and database to identify potential candidates.
4. Performing a rigorous screening process to shortlist the most qualified candidates.
5. Arranging comprehensive interviews to assess each candidate’s fit.
6. Presenting the top candidates with a thorough analysis of their strengths and potential.
7. Facilitating client-candidate meetings to ensure alignment and compatibility.
8. Providing support during the negotiation process.
9. Offering onboarding assistance to help the new CFO integrate smoothly into the organization.

How To Pick The CFO Executive Search Firms For Your Needs

Choosing the right CFO executive search firm can have a major impact on your organization’s future. Here are 10 tips to help you make the best choice.

Step 1: Define Organizational & Role Requirements

Defining your needs goes beyond knowing what qualifications to list; you should understand your organization’s strategic goals and how the new CFO will contribute. This will let you find a firm that understands the unique demands of the role you’re looking for.

So, before selecting CFO executive search firms, make sure you know exactly what it is that you need first. Understand the specific challenges and objectives linked to the position. Only after that should you list down the qualifications, skills, and experience you want for the CFO role.

Step 2: Establish Your Budget for Executive Search

Decide how much you can allocate to the executive search process. Different firms have varying pricing structures, so understand your financial limits to choose a firm within your budget.

Having a clear budget lets you focus on firms that provide value within your financial constraints. This step also helps you understand which additional services, like leadership development or succession planning, might be affordable and beneficial.

Step 3: Identify and Research Potential Firms

Do some homework to identify potential executive search firms. Use online resources, industry directories, referrals from trusted sources, and professional networks.

Once you’re done searching, create a list of firms with proven success in your industry. Look for positive reviews, strong references, and a history of successful placements. This research helps narrow down your options to those most likely to meet your needs.

Step 4: Evaluate Industry-Specific Expertise

An AESC survey showed that 56% of executives found industry and functional knowledge to be essential when looking for a search firm. A firm that understands your industry will know your needs and find the best candidates for you.

Evaluate each firm’s expertise and history. Look for those with experience in recruiting similar executive roles in your industry. You can also review case studies, success stories, and testimonials. This confirms that the firm understands your industry’s trends, challenges, and opportunities.

Step 5: Verify Client References

Reference checking is a critical but often overlooked step when looking for CFO executive search firms. Always ask for client references from each firm and reach out to them. Inquire about their experiences, the firm’s professionalism, communication, and ability to deliver results. 

Communicating with previous clients of the firm gives you a peek into the firm’s effectiveness, reliability, and overall performance. It also helps you verify if their claims are true, building confidence in their ability to meet your executive search needs.

Step 6: Assess the Search & Selection Process

Understand each firm’s search process, including how they identify, evaluate, and select candidates. Check if their process aligns with your needs and timeline. A clear, structured process means that the firm has a bigger chance of finding the best candidates.

Pro-Advice: Find firms that use AI-powered technology and comprehensive talent assessments because they tend to be more efficient and effective.

Step 7: Meet the Search Team

Set up meetings or calls with the key team members who will handle your search. Assess their expertise, communication skills, and understanding of your business needs.

Meeting the team helps you gauge their knowledge and approachability. For instance, you can pay attention to their listening skills, clarity in explaining the process, and enthusiasm. You can then evaluate their insights and responsiveness as indicators of their professionalism and effectiveness.

Step 8: Discuss Confidentiality Protocols

Discuss confidentiality concerns with the firm. Executive searches involve sensitive information, so make sure the firm has protocols to protect your data and the candidates’ information. This step is essential to maintaining trust and privacy throughout the search process.

Confidentiality is crucial, especially when replacing an incumbent executive. The firm should be using secure methods for data handling and have a reputation for discretion. This helps protect your organization’s interests and candidate privacy.

Step 9: Evaluate Diversity & Inclusion Initiatives

It doesn’t hurt to ask the firm about how they incorporate diversity and inclusion into their candidate selection process. Diverse leadership teams are often associated with better financial performance and greater innovation. So, working with a firm that emphasizes DE&I can help you build a more inclusive and effective leadership team.

Aside from asking them directly, you can also look into the firm’s track record in promoting diversity and inclusion. A firm committed to DE&I will likely present a diverse range of employees.

Step 10: Review Contracts & Fee Structure

Make sure to thoroughly review the contract terms, including how payments are structured and any guarantees they offer. Knowing the fee structure upfront helps you avoid any surprises. Also, clear agreements prevent misunderstandings and set the right expectations for both parties.

So, ask the company about their payment terms, any extra costs, and any guarantees they provide. This will help you make an informed decision and avoid hidden expenses later down the road.

Conclusion

This list of CFO executive search firms is a great starting point for your search. But remember, the best fit depends on your needs. Once you pinpoint those needs and connect with the right firm, you have better odds of attracting the most qualified candidates.

If you are looking to find top talent at a global scale, partner with Genius to build a high-performing team for the globalized marketplace. We will find strong candidates at a significantly lower cost compared to traditional hiring methods. Reach out to us to take control of your talent acquisition.

FAQs

How do I find the best CFO?

There are 2 main ways that you can go about finding the best CFO for your company. The first one is to find and screen the candidates yourself by posting on job sites and other networking platforms. The second is to hire an executive search firm like Genius that has all the tools and connections needed to find top-tier talent.

How to know if a CFO search firm is effective?

The best way to know if a CFO search firm is effective is to check its track record, client testimonials, and industry expertise. Ask about their search process, candidate vetting methods, and success rate in filling similar roles. You should also ensure that they understand your company’s needs and culture.

How long does the typical CFO search process take?

Finding the right CFO usually takes several weeks to a few months, but this still depends on your specific industry and unique needs. That said, some companies like Genius are known for providing a faster turnaround time. We typically complete the search in less than two weeks, so you can quickly get the right CFO onboard.