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) C-Suite executive talent.

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 fractional, contract, or full-time resources or a professional looking for your next career move, 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

Dedicated hands-on controller level consultant-MLS1

Experience in various industries with multiple locations in both small & large companies. Advanced Excel, multiple software packages along with system implementations. Process improvements and cost savings. Day-day accounting, month-end close, and analysis.

Consultant with CIA, CFE, CISA-MLS2

Over 20 years of auditing internal controls and compliance. Both IT and Financial SOX compliance. Assessing Enterprise Risk Management compliance readiness, evaluation and repairing operational accounting/financial reporting issues.

Financial Analyst with Healthcare – AM01

This candidate has a Master’s degree in Finance and advanced Excel skills. He has strong financial modeling skills and experience with complex budgeting and forecasting. His work experience includes roles such as: Revenue Cycle Analyst/Manager, FP&A Analyst, and Senior Financial Analyst. Remote roles are preferred.

CPA, Manufacturing – AM02

CPA with 30+ years of experience, mainly in manufacturing settings. Strong inventory and job costing experience. Roles have included Plant Controller, Controller and CFO. Nashville-based and will work in office or hybrid.

AM03 – Senior Accountant Utility Player

Dedicated LBMC Staffing consultant at the senior accountant level. This degreed accountant has robust experience in general ledger accounting, AP, AR, Billing, Payroll/HR, fixed assets, account reconciliations, cash management, and all aspects of month-end close. This candidate has intermediate Excel skills and is very comfortable with pivot tables and VLOOKUP functions. She also has experience utilizing Power Query with large data sets. She has experience with a variety of general ledger systems, including Sage Intacct and NetSuite.

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. Available the last week of June

Interim Controller-NW3

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”. She can be available immediately. Pay 100/hour 1099 – Currently doing part time hours, would like a dedicated full time project or a fractional project to add to her current hours.

Accounting Manager – Manufacturing-LS1

This CPA is a previous Big 4 Audit Manager with the highly sought after combination of public accounting and industry experience and is seeking an Accounting Manager opportunity. This candidate has exposure to various industries such as distribution, services, and manufacturing. Strong month end close experience as well as process improvement initiatives. She is seeking an opportunity to continue to grow in her career with a solid team and values a collaborative hybrid working environment.

FP&A Manager – Healthcare-LS2

Current FP&A Manager with true FP&A experience in a fast-paced PE backed healthcare environment. Comfortable presenting to executive leadership teams and managing the entire enterprise AOP process including budgeting, forecasting, reporting, and more. This candidate prefers a hybrid work arrangement and is seeking a growth opportunity ideally in a healthcare environment.

Corporate Controller/VP of Finance-DC1

CPA with 14 years of experience in both privately held and publicly traded companies.  Began career in Big Four, working on large publicly traded companies in the entertainment, retail and manufacturing space.  Great combination of experience in both accounting and finance, including leading the financial close process, internal and external reporting, budgeting/forecasting/analytics and recruiting/training/ retaining key A+ talent.  Seeking a role with ability lead the charge on all things accounting and financial – setting up processes, recruiting staff, supervision and oversight of operational accounting, financial reporting, budgeting and forecasting for a growing company. Extremely professional, well spoken and very good skills with systems/Excel/financial software packages.

CPA/Big Four Audit Manager-DC2

CPA with Big Four.  Six years of experience with a specialization in banking, both publicly held and private, and retail. In addition to typical audit duties, has gained experience with standardization and excellence in end product, assessment of existing procedures, audit of controls and mentoring of staff.  This candidate is a “go getter, self motivated, gets along with all different kinds of people, and technically very strong.”  Seeking a role in industry where can contribute/invest energy into one company and be an integral part of the accounting and finance team.

Controller – CPA with Public Accounting and Industry Combo-DKE1

This CPA began his career in public accounting with a regional CPA firm and was promoted to Supervisor during his tenure and served clients in a variety of industries.  Currently serving as Controller of a large privately held technology solutions company.  He leads the financial reporting and forecasting process and enjoys process improvement and leading the team.   Confidentially seeking a role that is balanced with tactical and strategic responsibilities where he can lead a team in a company that is midsized and growing.  Has a strong accounting background but leans more into finance, strategy and forward looking activities.

Accounting and Finance MBA Relocating to Nashville-DKE2

This MBA has an educational foundation in finance and management and began his career with a focus in accounting and data analysis.  Career to date has been balanced between FP&A and Controllership roles in privately held and family-owned businesses in the manufacturing and construction industries.  Instrumental in an ERP rollout of SAP.  Currently serving as the Controller of a $50M family-owned business and thrives on the oversight of both accounting and financial analysis.  Relocation to Nashville is imminent!

Financial Planning and Treasury Professional—DKE3

This Senior Finance Professional has a Masters in Accounting and is also certified in the areas of treasury, FP&A and modeling and valuation analysis.  Promoted multiple times during their career through analytical and treasury based roles serving companies in the logistics and oil and gas related industries.  Has held responsibility for oversight of treasury, procurement, asset management and strategic planning.  As VP Finance built his company’s first strategic plan including a 5 year forecast and led development of KPI and dashboard reporting to provide operations and sales teams with meaningful data to better manage the business, renegotiate contracts and increase profit margins. Seeking an opportunity with broad financial management responsibilities to support a growing company with strategic and financial planning as well as treasury management.

Senior Financial Analyst – MDS1

Experienced Senior Financial Analyst with a strong background in financial analysis, reporting, and healthcare. Currently oversees pricing models and market rate repricing for over 650 communities at a major organization. Previous roles include FP&A Manager at a leading healthcare company, where responsibilities included P&L reviews, budgeting, and team training, as well as financial reporting and compliance roles in higher education and medical research. Proficient in SQL and data visualization tools, this candidate excels at cross-functional collaboration and presenting results to leadership. Seeking a base salary of $105K and based in Nashville.

Big 4 Senior Manager – MDS2

Senior Manager and CPA at a Big Four firm with 10 years of public accounting experience. Holds a Master’s in Accounting and a BBA in Economics. Expertise includes leading audit teams, SOX compliance, internal controls, and financial statement audits, with a focus on financial services and investment-related industries. Also experienced in manufacturing, healthcare, and services. Skilled in client relationship management and delivering results, seeking a role with broader responsibilities and growth opportunities beyond public accounting

• Office Manager
• Executive / Administrative Assistant
• Sales Assistant

Executive Assistant-MAS3

Dedicated Executive Assistant with 5+ years of experience supporting C-Suite executives.  A master of organization and efficiency who thrives on managing complex schedules and ensuring seamless operations.  Excellent liaison between stakeholders and executives, manages and prioritizes multiple tasks and projects with keen attention to detail and a high level of accuracy.

Bachelors, MS Office Suite, Adobe, and Canva

Payroll Specialist-MAS1

Seasoned payroll professional with multi state experience.  Generates multiple payrolls, payroll reports, tracks and audits benefits, and performs ACA reporting.  Detail oriented, resourceful, and accurate.  HRIS, ADP, UKG, Paylocity and MS Office.

Sr Human Resources Manager-MAS2

Human Resources Professional with an impressive track record developing employee engagement strategies, creating a seamless onboarding experience, managing benefits enrollment and modifications.  Responsible for reviewing and renewing company policies and compliance, process payroll, maintain records and create/report on company HR metrics.

Bachelors, Multi state experience, MS Office Suite, Bullhorn, Paylocity, Paycom and Workday.

HR Director–MAS4

Experienced HR Senior Leader with a strong background in strategic human resource initiatives and promoting a positive organizational culture, focused on leveraging skills in talent management, employee relations, an leadership development to support an organization’s growth.  Committed to aligning HR strategies with business objectives to boost workforce performance, elevating employee engagement, and creating an inclusive and productive environment.  MBA, SHRM-CP,  HRIS, ADP Workday, Paycom, Oracle, Ceridian

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

Contact Staffing Solutions for more information.

CEO—GS1

Entrepreneurial CEO with several successful exits throughout his 30+ years in CFO/CEO roles. He has led with outstanding strategic agility and financial acumen; positioning private equity-owned retail physician services businesses for organic growth, M&A transactions, capital raises and ultimately the high multiple exits maximizing shareholder value. His proven success extends beyond growth of healthy businesses where he has re-envisioned and transformed physician practices through his business model redesigns and ability to architect and communicate enterprise roadmaps rapidly repositioning the organization for a healthy outcome.

CFO—GS2

High caliber CFO built for leading your Healthcare Services business through heavy M&A transactions, cultivating multiple banking and capital market relationships, renegotiating vendor terms, building out and leading FP&A for faster and better decision making to support operations in effective growth. Experience with multiple lenders & private equity groups leading to several successful exits, capital raises, debt restructuring, divestitures and go-private transaction within organizations generating up to $1B in revenue. MBA, CPA & public accounting experience early in his career. There is nothing standing in the way of a financially healthy business with this CFO as your strategic partner in the C-Suite

CIO-GS3

Masters in Engineering and Technology Management.  35 year career, 15+ in building and leading teams in healthcare.  Experience building an EMR and diagnostic support tools as well as supporting large payer platforms and services.  Successful in leading execution and innovation in high growth companies.  His management style is most evident through the long list of followers he has been able to continue managing throughout his CIO years. He measures his success by the magic created and solutions provided at the patient care level and knows this can only occur when his leadership and his team align for the mission. Leading teams to build patient platforms that innovate and improve the point of care for both the clinician and the patient is always the focus. Certifications include: CHIME-Certified Healthcare Chief Information Officer, AEHIS-Certified Healthcare Information Security Leader, CHIME-Certified Digital Health-Executive

COO-GS4

Leading operations of a privately backed speech/physical/occupational therapy multi-site provider where he grew revenue by 110% and patients served in excess of 100%. More significant, is his implementation of operational processes, KPI reporting and developing fluency among clinicians to establish buy-in that would support the organization’s rapid growth and integration of new providers. His top-down strategic thinking and ability to prioritize operations stems from his successful career in management and consulting. Having been tasked with managing heavily charged political relationships, he is highly skilled in a consultative approach to problem solving in high stress environments. His next career move will involve partnering with an executive team ready to affect growth and change through systems efficiencies. Master’s degree in Leadership and Organizational Performance at Vanderbilt University. Certifications include: CBAP, PMP, SSGB, FACHE Fellow

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.