Dash9

When a top candidate even slightly cracks the door open to new opportunities, they typically aren't available long, especially in competitive markets or niche industries. As the hiring manager it's important to keep in mind the talent landscape and how momentum can make a difference when trying to lock-in a top candidate vs. losing out on them. This is where partnering with the right headhunter becomes invaluable. We keep the process moving and grooving. Aside from the obvious (pre-vetting candidates so you're not spending weeks reviewing profiles or interviewing mismatched candidates), we give real-time feedback loops and act as a central communication hub between you and the candidate. If we've identified a potential hurdle, or something's shifted, or a candidate's priorities have for some reason changed, you'll know about it immediately so we can address it before it becomes a bigger issue. We also help keep candidates engaged (important in a process with 3+ interview rounds) and help navigate when large gaps between interviews are unavoidable (typical during PTO-heavy holiday periods). Keeping them excited about your role and team also requires finesse. A well-timed text or call without being a bother or sounding desperate (from us or you) can absolutely influence a candidate's mindset. If there's no escaping a lengthy process, just know it's human nature for candidates to wonder if your team is serious about them, especially when there's no bridging dialogue. Is your recruitment partner staying on top of it? A lapse in comms could be the very thing that triggers them to respond to a message about a different job opportunity that's been sitting in their inbox for weeks. Speed + strategy =👍... and partnering with a good headhunter who knows how to keep the process flowing isn’t just helpful, it can be the difference between a successful hire and starting from scratch. Follow Dash9 & Dorian Vanterpool

The best candidates for your job opening are more than likely gainfully employed - the trick is getting access to them before they even consider looking elsewhere. A decent chunk of a 'good' headhunter's time is spent engaging candidates who aren't actively browsing job boards and applying to postings every day, which gives the hiring party that leans on them a competitive edge because all of a sudden you've got a few candidates available to you that technically didn't exist. We've had the screening calls and know what boxes need to be checked for the candidate to consider the time commitment required of jumping into a hiring process. Candidates that are happy in their situation innately come with a bit of risk because it's going to take a compelling story to convince them to move, and counteroffers are almost a guarantee if their company values them. But an experienced (and ideally, specialized/niche) headhunter knows how to navigate these conversations and position your role as the better long-term fit (without embellishing, of course). The counteroffer from their current employer is one of, if not the biggest hurdle, and can get overlooked by the candidate, and even some recruiters. Whenever I bring up this topic in my very first call with a candidate, I often hear a variation of, "I've never thought about that before". This shows how important it is to partner with the right external recruitment resource - one who is making them think about it now... If they aren't bringing this topic up before they even submit the candidate to you, the deal might already be in trouble. These convos should be happening at the start, not the end. It doesn't guarantee the candidate WON'T accept the counter, but at least the flattery won't hit as deep now that it's anticipated and gives them the opportunity to think things through a bit clearer at the offer stage. Lean on a headhunter who is always connecting with those not looking, knows how to be an effective ambassador for your brand and has had hundreds of conversational reps in this specific arena. That fee will be worth every penny. Follow Dash9 & Dorian Vanterpool

If you’re a hiring manager leaning on a headhunter to fill a vacancy, the candidates they submit should, in theory, be worth your time. This immediately goes out the window if they don't intimately understand what you're looking for. They did ask to meet with you to discuss your needs, right? And they did ask you strategic questions beyond "What's the salary range?" and "What are the must-haves", right?... Quick note/flex - I often hear from hiring managers "these are some great questions" during our calls. Understand that any feedback you provide on candidates submitted to you - whether that be a quick sentence or a detailed response - can do wonders when it comes to getting what you're looking for. It's deeper than surface level stuff like being able to let our candidate know they aren't being considered. It goes far beyond that and helps the headhunter pivot on future candidate submissions and keep momentum. Key thing to remember - the headhunter doesn't get paid until the candidate they refer is the one you hire (unless it's a retained search). Fully vetted candidates in your inbox usually means significant resources and effort have gone in to engaging said candidate. Whether it's getting them to finally respond to a particular LinkedIn message among dozens they receive daily, or calling them at their work desk which then lead to them to considering making a move to your company. We know you're busy, that's one of the many reasons we exist. But if you're going to partner with a specialist (who’s paid only if they succeed/essentially risk-free) that knows how to connect with top candidates not actively applying to job postings (yours included), take advantage of it. More often than not you'll quickly shoot to the top of a priority list. Win-win... Ideal world is that the headhunter set the stage at the start of the process by asking you to at least attempt to commit to this type of feedback loop. If they didn't, or you ignored that request, that's another story. Follow Dash9 & Dorian Vanterpool

Fully remote Assistant Controller position available. To be considered for this you'll have progressive experience in the construction space. Need somebody who's progressed through the corporate accounting ranks at a construction firm and been very much in the weeds, specifically with billing, WIP reporting and operations accounting. Familiarity with waivers (unconditional, conditional, partial) and a strong grasp of project cash flows are essential. Bubbles up to a wonderful Controller -- extremely down to earth and they are often pulled into different directions, which very much opens up the door for a fast-track promotion to Corporate Controller or VP of Accounting. They're "constantly looking for my replacement". Don’t necessarily need candidates with a public accounting background—healthy tenures and extensive experience in a construction company are what really count vs. having construction client exposure in public. A lot of selling points for this organization, including a healthy comp package (very much in-line with the competitive market). Happy to share those details with the appropriate candidates. If you are interested or know someone who might be, reach out to me directly via direct message or email [email protected] #jobs #accountingjobs #remote

If you're a hiring manager getting ready to pull the trigger on a candidate at this point in the year and haven't factored in what they might be leaving behind in bonuses, it could cost you. A decent number of candidates I speak to during this period are considering a strategic move, but by now 2024 bonuses have basically been earned. You're also up against the holiday season and limited hiring team availability, which complicates things even more. Biggest thing here though? Cash... 💰 Depending on seniority, this could be a big chunk of change that the candidate may be walking away from if you bring them on before Q1 '25. Ideal scenario is you've thought about your options early (ideally at candidate submission stage if you're partnering with a headhunter). Are they willing to forfeit that payout? Doubtful, but ultimately depends on their main motivators to make a jump and what you're total package (not just comp) could look like. Are they expecting you to buy them out fully or partially to offset the loss? Can you afford to wait for them to collect their bonus and cross your fingers they don't get approached with a better opportunity in the interim? It would be great if a signed offer letter meant a guarantee the candidate walks in on day-one, but that's not always how things play out - people are people. A good headhunter will have this intel up front and keep you updated in real-time (even post-offer) on where the candidate's head is at and where they stand if you decide to let them wait it out for next year and collect. I made this mistake early on in my career -- deal still got done, but told myself I'd never overlook that again. Follow Dash9 & Dorian Vanterpool

Working on a fully remote AP manager role with a company that is consistently ranked as one of the top firms in their space -- very fast paced environment and this has the unique opportunity to grow into a much broader-scoped Director of Accounting role rather than being limited to a strictly AP track. Need somebody who comes out of the construction industry as you'll be the first line of contact for some of their critical accounts dealing with project execs & subcontractors. Fully remote, generous 401K match and they cover a significant portion of the benefit premiums. Ideal profile will have experience managing a team remotely. Reach out here directly or [email protected] | Dash9

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Fully remote opportunity - feel free to reach out ✅ dash9.us

Sr. Accountants in the Charlotte, NC area - I am working with an awesome company that was recently acquired by a global leader. Tons of exciting things happening for them, and you'll play a key role in their upcoming ERP implementation. Need a 4-6 year player and must have experience in a large company setting as there is a lot to navigate here. Lot's of room for growth and they are big on promoting and facilitating movement throughout their different entities.

With the June 15th tax deadline coming up, now is a great time to field some calls for new job opportunities. Reach out! 🎯