Find Employees

Our Approach

Our approach goes beyond simply filling positions; it’s about finding the perfect match that benefits both the company and the candidate. We recognize that success involves more than technical skills and qualifications on paper. That’s why our qualification process is designed to ensure a win/win scenario for both our client companies and the professionals we place.

Diverse Placements

We specialize in a wide range of placements, including:

1. Direct Hire: We connect companies with permanent professionals who are the ideal fit for their needs.
2. Contract Placements: For companies seeking temporary support, our contract placements provide skilled professionals on a short-term basis.
3. Contract-to-Hire: We offer the option to transition contracts into full-time employees if both parties agree it’s a good fit.

Our Areas of Expertise

Our seasoned recruiting team possesses firsthand experience in their fields, enabling them to bring deep industry knowledge to every placement. We specialize in placing candidates in five key disciplines: 1) accounting and finance, 2) executive administrative, 3) human resources, 4) information technology, and 5) key skilled manufacturing roles.

Our Commitment to Relationships

At our core, we believe that lasting relationships are the foundation of successful recruiting. We don’t just focus on filling a job and moving on. Instead, we approach each engagement with genuine care and attention because we value the connections and relationships that continue to grow long after a successful match is made.

Whether you’re a company seeking contract accounting services or a professional looking for the right accounting role, our dedicated team is here to make a better match for you. We’re not just about recruiting; we’re about building successful partnerships that stand the test of time.

LBMC’s search methodology separates us from others in contingency search and ensures you receive the focused insight and dedicated commitment to hiring success that you and your business deserve.

LBMC Process for Recruitment

Our Experience Makes a Difference – The placement consultants at LBMC Staffing Solutions are seasoned professionals who take a consultative approach when working with clients. We have assembled a group of talented individuals with diverse backgrounds and “real world” experience, education and certifications in the disciplines for which we recruit. This enables us to more thoroughly vet and pre-qualify candidates, presenting only top candidates to you through comprehensive screening.

Quality Network and Approach – Through our affiliation with Tennessee’s largest financial services firm, we have a broader and deeper base of contacts than our competitors to locate candidates and attract referrals. The LBMC Staffing Solutions service approach is very hands-on, collaborative, and transparent. We have stability, credibility and a proven reputation of the highest level of ethics and confidentiality. The problem-solving ability we bring to servicing your search will ensure its success. We also work with you to promote your opportunity and sell your company.

Our Client Service is Exceptional – You can expect strong communication from our team, including the little things – your phone calls and emails are returned promptly! Expectations are established, communicated and revisited during the engagement. You will appreciate a high sense of urgency on our team’s part to fill your positions. You will be a priority.

We recruit the RIGHT talent that make good businesses BETTER – We provide access to a vast network of highly qualified candidates. Our tenure and work experience in the disciplines we recruit allow us to listen to your needs and bring valued market knowledge. This combination enables us to recruit, qualify and make better matches for both our clients and candidates.

When you need a contract placement, you tell us what your needs are and when you need the help. Then, we look for the right talent to fit those needs. Our goal is to make your job more manageable by providing the necessary resources to assist you in meeting critical deadlines. By utilizing a consultant, employers reduce fixed costs while gaining top talent for their specific projects.

Contract Placement – When to use a Consultant

Additional Project Examples:

• Interim management roles (CFOs, Controllers, CIO, IT Directors)
• Forensic accounting
• Audit preparation including SOX compliance
• Internal and external financial reporting including SEC filings
• Tax accounting
• Budgeting and analysis
• Account reconciliation
• Bankruptcy support
• Accounting clean up
• International business and tax
• Inventory analysis/cost accounting
• QuickBooks setup/clean-up
• System implementations
• Internal controls review
• Business process benchmarking, improvement and design
• HR management consulting
• IT project/program management
• Application/software development
• Business analysis
• Network security

The LBMC Difference is about listening and understanding your business needs, as well as using a detailed process to help you secure the right talent to fit your opportunity. We believe our job is to do more than simply send out resumes.

The LBMC Difference:

• Professional recruiters with expertise in the specific disciplines they recruit
• An expansive candidate referral network through our affiliation with one of the Southeast’s premier financial services firms
• Pre-screened candidates for technical AND cultural fit enhancing employee retention
• Market knowledge and industry experience resulting in a consultative approach to recruiting
• Efficient qualification, selection and presentation of candidates – saving you time and money

CPA, MBA hands-on Controller/CFO consultant-MS1

CPA, MBA hands-on Controller/CFO consultant with over 20 years of experience including both public and industry. Multi-state/multi location, financial analysis, financial reporting, sue diligence, system conversions, month-end close, internal controls, and process improvements. Available immediately.

High performing hands-on Sr. Financial Leader-MS2

High performing hands-on Sr. Financial Leader. Month-end close, P&L analysis, forecasting, operational accounting, GAAP accounting, internal controls. Big Four and industry experience. QuickBooks Online, NetSuite, and advanced Excel skills.

Financial & Operations Executive-MS3

Financial & Operations Executive. IFRS, US & Can GAAP, M&A, Financial Statement Prep, Public Company Reporting, Treasury, Equity Raises, Due Diligence, Business Modeling, Forecasting & Cash flow, Process Improvement, ERP implementations, Internal & External Audit. Available immediately.

Interim Accounting Manager-NW1

This MBA has more than 20 years of experience in accounting and financial reporting. She has experience with GL accounting including adjusting journal entries and account reconciliations. She completed multiple successful projects for LBMC Staffing and was extended on those projects. We received very positive feedback from our clients. They love her work and working with her. Former supervisors said she has strong technical accounting skills in the SEC reporting area. They also said this consultant is easy to work with, organized, detail oriented and has outstanding verbal and written communication skills. She has advanced excel skills including pivot tables and vlookups, and she can write MACROS. Her systems skills include Microsoft Dynamics, Intacct, QuickBooks, SAP, Oracle and Workiva. Pay Rate – $55/hour to $60/hour wants to work part time and doesn’t want a long extended commitment.

Technical Accounting Consultant – Controller/CFO level-NW2

This CPA has Big Four public accounting experience at the Senior Manager Level followed by 15 years of experience in industry at roles ranging from Assistant Controller to CFO Her company experience ranges from small, closely held companies to multinational corporations with SEC reporting requirements. She is high energy, loves a challenge and has strong technical accounting and system skills. She is a dedicated consultant who will commit to any duration of a project.

Interim Controller-NW3

This degreed accountant with fifteen years of progressive accounting experience from staff accountant to controller. She has experience with Intacct and has been involved with an Intacct implementation. She has been involved in the integration of more than 22 companies that ranged in size from $250K of revenue to more than $10 million. Some of those companies were on a cash basis prior to their acquisition. In 2022, Julie decided to go out on her own to do accounting consultant in order to have more control over her time and schedule. Julie has completed successful projects for LBMC Staffing. A former hiring manager said, “Julie does a great job and has made such an impact in such a short time. We are fortunate to have found her”.

Interim Accounting Manager-NW4

This degreed accountant has more than ten years of experience in accounting roles and has also completed multiple successful projects for LBMC Staffing as a consultant. Multiple companies have wanted to hire her permanently. She has a strong work ethic and is skilled at supervising employees but also thrives in a role where she is a hands on producer. She is detail oriented with solid technical accounting skills, and a confident system user and has an intermediate proficiency with Excel. She has worked in multi-entity environments with intercompany transactions. Gina has experience with multiple GL systems including Sage Intacct, Great Plains, NetSuite, and QuickBooks.

Fractional Senior Accountant – Remote AM-01

This candidate with an MBA is a strong senior accountant with over 10 years of robust experience in general ledger accounting, month-end close, and financial reporting. She has strong Excel skills and experience with basic pivot tables and VLOOKUP functions. She also has experience with Bill.com and has many years of experience with Dynamics/Great Plains general ledger system. This consultant has contracted through LBMC Staffing performing accounting project work for multiple clients in a part-time capacity with excellent results. Available for 15 to 25 hours per week of remote contract work.

Senior Accountant with Advanced Excel and Power Query AM-02

The candidate holds an MBA in Finance and has served in roles ranging from Financial Analyst to Accounting Manager in recent years. He has experience with automation of accounting processes, month-end close, journal entries, and data analysis. In recent years, this candidate led an initiative to revamp the accounting process for reconciling electronic payments at a transactional level. He excels in creating efficient processes and handling substantial reconciliations. Our candidate is known for his very strong data skillset, including advanced Excel skills and dashboard abilities (PowerBI, Power Query). Regarding Excel, he is skilled with LOOKUP formulas, index matching and macros. This candidate is available immediately for project work and permanent roles.

CPA, Strategic CFO with Healthcare Experience -AM-03

This CPA with experience in the CFO seat is seeking project work. He recently completed an assignment with a large healthcare company where he assisted with consolidations, revenue cycle management, and process improvements. He is immediately available to assist with strategic finance functions as well as internal audit, SOX, business process improvement, risk management and more.

CPA with Accounting and Finance Experience-DC1

CPA with experience in both accounting and financial roles. For the past 10 years, candidate has been with large international logistics company in roles of increasing responsibility. Has held small company controller type roles as controller for a number of locations, in charge of financial statement prep, budgeting/forecasting, and analytics for two facilities/warehouses where inventory was held – $50M in revenue. Has experience with implementation of new software. Knowledge of both accounting and finance provides an understanding of how the two are intertwined – has been complimented on seeing “the bigger picture” and how accounting treatment of items affects the budget and forecast. Very process improvement oriented. Target compensation: $125-130k plus bonus.

MBA/CPA Private Company Controller -DKE1

MBA/CPA with a combination of public accounting and industry experience seeking a Controller opportunity with a middle market company. Experienced in managing the month end close, financial and operational reporting, budgeting, and financial planning and analysis. This candidate has a strong accounting foundation with the ability to develop complex models to help drive strategic discussions with business stakeholders.

Versatile Big 4 CPA with Private Company Hands-on CFO Experience -DKE2

CPA with versatile skillset served as Senior Manager in Big 4 auditing companies in a variety of industries including logistics, manufacturing and healthcare. Initial industry experience was in a highly technical financial reporting role for a publicly traded healthcare company. Most recent experience is with a private equity backed financial services company as CFO responsible for oversight of all financial reporting, budgeting, cash flow and treasury management, and coordination with external tax and audit firms. Candidate is seeking a Controller role in a mid-sized to larger company or hands-on CFO in smaller company.

• Office Manager
• Executive / Administrative Assistant
• Sales Assistant

Executive Assistant-MAS1

10 years of experience as an Executive Assistant, with 5 of these supporting C-Suite executives. Manages busy calendars in an ever-changing environment, international and domestic travel, anticipating Executive’s needs, as well as the importance of discretion and confidentiality when working with sensitive information. Well versed in managing calendars, meetings, travel, expense statements and a broad variety of administrative duties. Bachelors, MS Office, Resourceful.

Regional HR Director-MAS2

This HR leader is both strategic and detail oriented. A proven track record of implementing and managing practices that significantly improve development, and retention of high potential talent. Experience with Leadership Development, Change Management, Workforce Development, DEI, Compliance and Talent Management. Masters, SHRM-CP.

Director of Marketing-MAS3

Results-driven Marketing and Communications professional with over 5 years of progressive experience in providing strategic and integrated marketing deliverables to diverse audiences. Managed the SEO function, optimizing meta descriptions, created complex digital campaigns and created an internal communications strategy that increased customer engagement. Google Analytics, Marketing Strategy, Digital Strategy, KPI’s and SEO. Master’s.

Executive Assistant/ Events Manager-MAS4

This skilled professional has vast experience in the healthcare field. Key competencies include project and program management; office management, executive level support; and liaison with leadership team. Negotiated contracts with vendors, successfully planned multi day conferences. Bachelors, MS Office.

Human Resources Business Partner–MAS5

5+ years of Human Resources experience in start-up and corporate environments. Onboarding, training, employee relations, analytics, benefits administration and talent acquisition. Bachelors, SHRM-CP.

• IT Management
• Project Manager
• Business / Data Analyst
• Network Engineer
• Desktop Support Management / Technician

Please contact us for more information.

Please contact us for more information.

Companies are thinking outside the box to come up with solutions to hire and retain team members. LBMC experts recently weighed in on the challenges employers are facing when seeking new talent for their teams and how they are working to overcome them.

1. Offer flexibility when possible.

As more employers allowed remote work during the pandemic, much of the workforce got used to having better “work life integration.” Employees experienced the benefits that came from being able to put dinner in the oven or throw in a load a laundry and hop back on the computer to complete their work. Perhaps even more impactful was the elimination of commutes, which gave people additional time to focus on work and made their jobs more efficient overall. As a result, recruiters are increasingly finding that some candidates don’t even look at opportunities without a remote or hybrid option.

In general, the more flexibility a company can offer, the larger the pool of prospective candidates they will have. If you can offer them, providing remote, hybrid and flex options to new team members will go a long way in your talent acquisition strategy.

2. Communicate clearly and manage expectations.

For many employers, remote or hybrid work is simply not an option for much of their workforce. Some industries, such as manufacturing and health care, have roles that by nature have to be onsite to do their jobs. For these employers, navigating work arrangements can be particularly challenging if they also have roles, such as administrative or office managers, who are not required to be in the office to get the work done.
So how do employers with front-line workers handle the roles that could be hybrid or full remote? The key is communicating clearly, setting realistic expectations and explaining the reasons behind your decisions. Different work arrangements don’t necessarily have to be fair, but they should be equitable. Letting your team members know the why will help them understand the rules. Even if they don’t agree with your decision, they will be more likely to accept it.

3. Be open to one-off requests.

If you find a strong candidate for a role you are trying to fill, be open to special requests. Recruiters are finding that when it comes to hiring, taking the long view pays off. In a recent example, one company found success getting a one-off approval for a prospective hire to work a hybrid schedule when others were 100% in-office. The employer couldn’t afford to pass up the skills and experience of the candidate, and an offer was made with the option to work a partial remote schedule.

Take time to evaluate your policies and listen to your team members. In today’s market, providing options for your workforce may be more important to adhering to existing company practices.

4. Manage remote employees appropriately.

If you have team members that work remotely, make sure your leaders are trained on the differences in managing employees that are physically in the office on a daily basis versus working remote. Frequent, consistent communication is critical, and engagement is necessary to drive results and retention. Having systems in place will help ensure the work is getting done properly and on time. Set expectations on the front- end when hiring a team member in a remote setting, and make sure everyone is on board.

5. Remove the one-size-fits-all lens.

While much of the conversation over the last two years has been around remote work, it’s important to keep in mind that not all individuals want to work from home. Rather, a subset would prefer to be in the office. Some recognize they are more productive in an office setting, gain energy from being with others, or like to separate work from home for various reasons. Others also see the benefits of receiving mentorships and a potentially better chance of getting noticed for advancement opportunities more readily when face-to-face with management. As you look at your hiring strategy, there’s not a one-size-fits-all approach. It truly comes down to the individual.

6. Pay attention to market demand.

Another notable trend is rising salary numbers. In fact, one recruiter mentioned an approximate 20% increase in starting salaries for accounting graduates over just two years ago, while another panelist shared data on $60 – $70K starting salaries for B-level accounts payable positions. More experienced roles are also demanding higher pay.

Even for employers with increased budgets and the ability to pay higher salaries, finding talent at certain levels of experience is a challenge. As you look to fill positions at all levels, be aware of what the market will bear and determine whether you are willing to pay it.

7. Consider market adjustments for your team.

Employers are finding it may not be enough to look at salaries of new talent joining their organization; it’s just as important to review the current compensation of their existing teams. One tactic that is proving successful involves reviewing data around current market salaries across industry, geographic region, and even nationally, and making market adjustments to create better alignment. These adjustments are separate from annual performance salary increases and should be noted as such.

If you decide to go this route, make sure you document the adjustments in writing and show them as two separate line items, making it clear that a portion of the increase is a market adjustment and will not necessarily take place the following year.

8. Rethink roles.

While certain roles require a CPA, it’s beneficial to look closely at the actual work being performed in roles across your organization. For example, if the position requires a CPA, what percentage of the time is the employee spending doing CPA-type work? Look at the possibility of shifting the portion of more tactical, clerical, and repetitive work to a less expensive role. By realigning the work to meet the salary expectation, you will not only save money, but also increase retention.

9. Stay connected.

According to The Work Institute, candidates typically don’t leave a job because of money; most leave because they are unhappy with their manager/leadership or don’t see career development opportunities for themselves within the organization. The Work Institute also found there was a higher percentage of employee engagement during the pandemic, as employers showed care and concern and afforded the flexibility their teams needed.

As we came out of the pandemic and employee engagement dropped, employers should not lose sight of staying connected with their teams. Communicating regularly is key to a strong culture and will lead to higher engagement and retention.