Do you need to safeguard the accuracy, reliability, and transparency of your financial reporting? Then it’s probably time to hire a controller. As the senior leader at the center of your organization’s financial integrity, the controller is responsible for operating in today’s complicated regulatory landscape, and is especially important for companies that are in highly regulated industries like Bio-Tech, Pharmaceutical, Healthcare and financial institutions which are all subject to heightened scrutiny.
Competition is high for experienced talent, so ensure you’re staying ahead of the competition by following our guide on how to hire an experienced controller. Let’s start with the basics.
WHY A CONTROLLER IS IMPORTANT
We rated controller as one of the top in-demand accounting roles for 2025, and fully expect that to continue through 2026. Controllers lead core accounting functions, including general ledger oversight, payroll, compliance, financial reporting, cash management, and budgeting. They implement and maintain the internal controls that protect your organization from financial risk and ensure adherence to GAAP, IFRS, and industry-specific regulations. In heavily regulated sectors — such as finance, healthcare, insurance, and manufacturing — bringing on an experienced controller early can help establish the disciplined financial practices necessary to scale with your business.
Beyond operational excellence, controllers play an essential strategic role. They partner closely with CFOs to shape financial strategy, support capital planning, and provide insights that inform high-stakes decisions. Depending on company size and structure, controllers may have final approval authority over budgets, reporting, investments, and major transactions.
- In smaller or mid-sized enterprises, they often serve as both the financial architect and operational anchor.
- In larger organizations, controllers typically lead specialized teams or business units, ensuring precision and consistency across complex, multi-entity environments.
- Controllers at publicly traded companies may also prepare shareholder communications and oversee SEC filings, contributing directly to investor confidence.
Today’s New England market prioritizes controllers who can champion modernization. This includes transforming legacy accounting processes, driving technology adoption, and guiding the implementation of ERP or finance systems. Controllers play a stabilizing leadership role during periods of growth, consolidation, or restructuring, managing teams, optimizing workflows, and ensuring financial clarity during times of change.
You’re looking for a leader with strong technical expertise who can deliver operational resilience, regulatory confidence, and strategic insight for years to come. Here’s how you should proceed.
1) START BY ASSESSING YOUR BUSINESS’S READINESS TO HIRE
First, could you figure out when to hire a controller, and, if so, whether it will be a full-time position? A business with revenue around the $1 million mark may need a part-time controller to prepare audited financial statements for partners. As annual revenue grows, and especially as it approaches $10 million, you’re likely better served with a full-time, in-house controller.
Once you’ve determined how you need to fill the position, take a critical look at your recruiting process. Try to streamline and reduce friction, as the longer the interview cycle gets, the higher the chance that delays and frustrations could push talented candidates to sign with someone else. This is where having a staffing partner like KBW can ensure the hiring process goes as quickly as possible.
HIRING MISTAKES TO AVOID
- Don’t get caught up looking for the perfect candidate. Identify your “must-haves” for experience, personality, and salary expectations, and decide on what you’re willing to compromise on. Setting unrealistically high expectations can lead to overlooking skilled individuals and unnecessarily extending the hiring process.
- Don’t limit your search to internal candidates. While promoting from within is important, you don’t want to risk missing out on bringing in new talent. External searches require more time and effort, but access to a broader talent pool enables you to find diverse and innovative perspectives that can add real value to your organization.
- Avoid premature salary discussions. While a salary range should be part of the initial job posting, it should not be the highest priority. If a candidate insists on bringing up salary early, that could be a red flag about what they value. Be diplomatic, but clear that salary discussions won’t come until you’re ready to make an offer.
2) CRAFT A DETAILED JOB DESCRIPTION
Before writing the job description, take the time to evaluate what your organization needs today as well as what it will need over the next 12–24 months. Consider the complexity of your operations, the maturity of your accounting infrastructure, and any upcoming initiatives such as audits, system overhauls, acquisitions, or regulatory changes. This clarity helps you prioritize the skills, experiences, and perspectives that matter most, enabling you to write a job description that is straightforward, accurate, and aligned with your long-term goals.
Use simple, precise language to communicate the responsibility level, scope, and decision-making authority associated with the position. Candidates should immediately understand whether the controller will act as a hands-on leader, a strategic partner to the chief financial officer, or a manager of specialized accounting teams. For financial institutions and large enterprises in particular, transparency around regulatory expectations, reporting structures, and cross-functional partnerships is essential.
A strong controller job description should include a clear list of core responsibilities and required competencies, tailored to the scale and regulatory environment of your organization, including:
- Overseeing financial reporting processes with accuracy and timeliness
- Maintaining complete and compliant financial records
- Managing accounts payable/receivable, approving payments, and supporting cash-flow oversight
- Processing payroll and ensuring compliance with tax and wage regulations
- Leading, mentoring, and evaluating accounting staff and supporting organizational development
- Generating shareholder reports and disclosures (if applicable)
- Coordinating and preparing SEC filings or other regulatory submissions (if applicable)
- Supporting executive leadership with analysis, forecasting, and financial decision-making
- Helping shape financial strategy, including identifying risks, efficiencies, and opportunities for cost optimization
- Monitoring market trends, regulatory shifts, and emerging technologies that may impact accounting practices or financial performance
3) BE STRATEGIC WITH YOUR CANDIDATE SOURCING AND RECRUITMENT
You want to think holistically about where and how you source talent, ensuring that your recruitment efforts align with organizational priorities, industry demands, and the level of expertise the position requires.
- Start by ensuring the position is advertised in the right places. Professional platforms such as LinkedIn, industry associations, finance-specific job boards, and regional business networks can help you target candidates with the technical background and senior-level experience you need. Use your company’s careers page, corporate LinkedIn account, and other social channels to expand your reach and reinforce your employer brand.
- Leverage your internal resources. If you have an in-house recruiting team, ensure they fully understand the scope of the controller role, the regulatory environment in which your institution operates, and the competencies needed for success. Providing clarity empowers them to screen effectively and communicate the opportunity persuasively to candidates who may already be within your network.
- Be proactive, not passive. Many top controller candidates are currently employed, performing well, and may not be actively browsing job boards. This makes passive-candidate outreach critical. Encourage your team to identify and approach high-performing professionals within your industry. Consider tapping into alumni networks, professional groups, referral programs, or recruiting firms to surface strong prospects.
- Partnering with a specialized recruiting firm can significantly strengthen your search strategy. Firms that focus on finance and accounting roles — such as KBW Financial Staffing & Recruiting — bring deep market knowledge, established talent networks, and trusted relationships with highly qualified professionals who may not be visible through traditional advertising.
Specialized recruiters are also skilled at identifying cultural fit, assessing technical competencies, and navigating the nuanced expectations of senior-level roles. This is especially valuable for large enterprises, where the controller’s responsibilities span multiple departments, regulatory areas, and strategic initiatives.
4) CONDUCT A RIGOROUS SCREENING PROCESS
You’re on a timeline, but don’t rush things. You need to take the time to carefully review each candidate’s skills and experience to determine how they align with your established criteria. When reviewing their employment history and experience, take an especially close look at how they describe their role in previous projects.
Cross-reference their supplementary application materials, including cover letters, portfolios, and letters of recommendation, to identify patterns. What do their successes have in common? How have their skills grown over time? In what ways have they contributed to the success of their previous employers? If you work with an external staffing firm, your recruiter will be able to handle the heavy lifting of reading through every resume and determining whether a candidate is a good match for your company and the position.
The initial phone screening and in-person interviews serve different purposes and should have different emphases.
- The initial phone screening should be used to determine whether a candidate’s experience, skills, and career goals align well with the role and your company. During the phone interview, share more details about the role itself, such as how it fits within the company, the people they’ll interact with, and the tools they will use. Essential questions to ask can include:
- Can you describe your experience with financial reporting and forecasting?
- How do you ensure accuracy and attention to detail in your financial work?
- Can you give an example of how you’ve improved financial processes in a previous role?During this initial screening, be on the lookout for red flags such as inconsistent job history and lack of industry experience. There could be reasonable explanations for these issues, but be sure to ask follow-up questions if you notice them.
- The in-person interview is your opportunity to evaluate how well the candidates will fit within your company culture. Ensure that your team is prepared to ask specific questions about the candidate’s values and working style, and use the answers to gauge their personality and how they communicate. Start with broad questions about their role and responsibilities in their previous or current company before digging into specific scenarios, such as:
- Can you provide an example of your risk management strategy?
- How do you engage in financial forecasting and budget preparation?
- Explain how you ensure quality checks and control on financial reporting.
During the in-person interview, note any vague answers about behavioral questions or how they use strategy or metrics. A lack of specific details can indicate that they’re hiding something or are trying to cover for a lack of experience. This is also where you’re looking for the right fit, so make a note if they disparage past employers or co-workers. Even if they left a company on bad terms, if they feel free to talk negatively about others, they’ll probably do the same when working for you.
5) KNOW WHAT YOU’RE GOING TO OFFER FOR COMPENSATION AND BENEFITS
Once you’ve chosen your finalist, move quickly with a clear, competitive offer. Senior financial talent often evaluates multiple opportunities at once, so delays or vague compensation details can reduce the likelihood that they will accept your offer. Be sure that you outline the full scope of responsibilities, reporting structure, and performance expectations, and pair that with a transparent compensation and benefits package.
In New England, controller salaries typically start around $140,000 and can exceed $200,000 in the Boston metropolitan area, particularly within large enterprises, regulated industries, or organizations requiring SEC reporting. However, compensation trends shift constantly, and competitors may offer additional, less quantifiable perks such as hybrid schedules, retention bonuses, equity, or enhanced retirement contributions.
Partnering with a specialized financial recruiting firm can give you a real-time view of the market. Firms such as KBW Financial Staffing & Recruiting help you benchmark salary expectations, navigate counteroffers, and structure an offer that aligns with both candidate priorities and internal equity. It’s the most efficient way to facilitate communication and ensure the offer process is smooth and timely.
6) STREAMLINE YOUR ONBOARDING AND INTEGRATION
After investing significant time and resources to hire the right controller, it’s essential to set them up for early success. A structured onboarding plan not only helps them integrate quickly, but also reinforces that they made the right decision in joining your organization.
Provide strong support in the first 90 days by:
- Introducing them to key stakeholders, including finance leadership, internal audit, operations, sales, HR, IT, and any department that influences budgeting or reporting.
- Setting clear goals and expectations, including immediate priorities and a roadmap of responsibilities for the first quarter.
- Providing access to financial systems, reporting tools, and relevant data from day one.
- Offering training as needed, especially when modernizing or implementing new accounting systems.
- Scheduling regular check-ins to assess progress, clarify expectations, and address early challenges before they become obstacles.
A thoughtful onboarding experience builds confidence, accelerates their impact, and strengthens retention, helping your new controller become a trusted financial leader within your organization.
FAQs
Q: How long does it take to hire a controller?
A: On average, hiring a controller can take 8–12 weeks, from drafting a clear job description to sourcing, interviewing, and onboarding. For senior or highly specialized candidates, it may take longer, especially if you’re seeking passive candidates or working with external recruiters.
Q: What qualifications should I look for in a controller?
A: Look for a bachelor’s degree in accounting or finance (a master’s degree is a plus), 8–15+ years of relevant experience (public accounting, multi-entity finance, or industry), and strong technical skills (GAAP or IFRS). Certifications like CPA, CMA, or CFA are very valuable, as are leadership ability, internal control expertise, and proficiency with enterprise financial systems.
Q: What’s the typical salary range for a controller in New England?
A: In New England, controller salaries vary: In Massachusetts, average controller pay is over $200,000 per year, while in other areas, controller roles average about $140,000 annually. It will depend on the size of your company and the complexity of the organization’s needs.
Q: How can I be sure that a controller is a good fit for my company?
A: Evaluate both technical and cultural fit. Ask behavioral interview questions around leadership, change management, and navigating regulatory complexity. Include case studies or financial-scenario exercises. Throughout the process, keep in mind that their approach and style need to align with your company’s culture and values.
Finally, consider partnering with an experienced and trusted staffing agency to help find and vet the correct candidate.
