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 LBMC Consultant with Over 30 Years of Experience – MLS1
We have placed her previously in contact positions where they have made her permanent. Even though she is at a higher level, she is very hands-on and can get into the weeds if need be. Candidate has advanced Excel skills, many software systems including Sage Intacct. She has also done financial integration, process improvements, cleanup work, reconciliations, and financial reporting. Open to some travel and is available immediately.

Hands on Consultant – MLS2
CPA Consultant with over 25 years of experience. Very hands-on as he has been consulting for over 20 years in a variety of industries and levels of accounting management. He has used numerous software systems, and he has advanced Excel skills. Just recently completed a successful year plus Interim Controller/Sr. Director of Accounting project for LBMC.  He is available immediately and will commit to a project. Open to some travel

Healthcare FP&A Consultant- AM01
This consultant holds a degree in Finance along with an MBA. His healthcare career includes roles as senior financial analyst, manager of financial reporting, and VP of Finance. He has a depth of experience with budgets, rolling forecasts, financial modeling, and financial reporting to the Board and investors. He has exposure to Sage Intacct, Great Plains experience and advanced Excel skills. This consultant is professional and a great communicator. Available immediately for interim or direct hire roles.

Financial Analyst/Senior Accountant with Real Estate-AM02
This degreed accountant and MBA transitioned from an early career in accounting to financial/data analyst roles. His early accounting career included commercial real estate experience. More recently, he has been heavily involved in creating and maintaining PowerBI dashboards as well as ad hoc analysis to support operational and financial leader decision making. This consultant is open to senior accountant roles as well as financial analyst roles on a consulting or permanent basis.

Interim Accounting Manager/Controller-AM03
This degreed accountant/MBA has a Big 4 public audit background and experience as an Accounting Manager and Senior Finance Manager in multi-entity environments. She is skilled with month-end accounting tasks, has managed payroll and benefits processes, and acted as the point of contact for the external auditors. She is quite systems savvy; most of her experience is with QuickBooks Online and Bill.com, but she is a quick learner on other platforms. She is available immediately for consulting assignments.

Financial Analyst with 25 Years Experience-NW1
This financial analyst has 25 years of experience of broad skills in finance and accounting. He is skilled at financial analysis, forecasting, modeling, budgeting as well as general accounting month end close type duties. He has worked in a variety of industries including healthcare, local government, energy, and retail and services industries. This candidate is an advanced Excel user with strong skills in Power BI and a variety of other systems. He worked with multiple GL systems. He has successfully contracted for LBMC Staffing on multiple occasions going temp-to-perm twice.

Interim Accounting Manager-NW2
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 VLOOKUP’s, and she can write MACROS. Her systems skills include Microsoft Dynamics, Intacct, QuickBooks, SAP, Oracle and Workiva.

Technical Accounting Consultant – Controller/CFO level-NW3
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-NW4
This Controller candidate is a degreed accountant with fifteen years of progressive accounting experience. 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. Julie has been consulting the last few years to have more control over her time and schedule and has successfully completed numerous projects for LBMC Staffing. A former supervisor said,  “She does a great job and made such an impact in a short time.  We are fortunate to have found her.”

Healthcare CFO Consultant – BC1
Our healthcare CFO consultant is a highly accomplished financial executive with extensive experience leading healthcare finance operations, making them an excellent fit for CFO roles in the industry. With a strong background in private equity-backed healthcare companies, multi-location organizations, and joint ventures, they have successfully overseen M&A transactions, financial reporting, budgeting, and operational improvements. Their expertise in optimizing financial systems, implementing data analytics tools, and managing large finance teams ensures they can drive efficiency and strategic growth. Additionally, they have a proven track record of working with healthcare providers, including ambulatory surgery centers and specialty clinics, to enhance financial performance and streamline revenue cycle processes. Their ability to lead financial strategy, improve profitability, and integrate advanced financial tools makes them an ideal candidate for healthcare CFO roles.

Process Improvement Consultant with Accounting Expertise-BC2
Our process improvement dedicated consultant brings a unique blend of hands-on accounting expertise and strategic problem-solving, making them an excellent choice for general accounting projects. Their experience spans financial analysis, robotic process automation, and month-end close processes, showcasing the ability to streamline accounting functions while ensuring accuracy and efficiency. They are highly system savvy, with intermediate SQL and advanced Excel skills, enabling them to automate processes, analyze large data sets, and develop insightful financial reports. With a proven track record of developing reporting tools, improving process automation, and enhancing financial reconciliation, they can quickly add value to any organization. Their strong analytical skills, combined with a willingness to dive into the details while managing deadlines, make them a highly effective and adaptable accounting professional.

Senior Accountant with Healthcare Experience-LH1
Senior Accountant with progressive PE backed healthcare experience. Highly involved in managing the month end process in a multi-location environment, assisting with the budgeting process, and mentoring and reviewing staff work. Enjoys opportunities that offer exposure in both accounting and finance topics with the desire to get involved in more ad hoc analysis projects.

Financial Analyst with Healthcare Experience-LH2
 Early career Financial Analyst candidate with analyst experience in a publicly traded healthcare company. In-depth experience in forecasting and budgeting, variance analysis, and financial modeling. Looking for an opportunity that offers more executive visibility and long-term growth potential.

Corporate Controller with Extensive Manufacturing Experience-LH3
Corporate Controller with extensive manufacturing experience in both accounting and finance. Leading the month-end process, presenting to executive leadership teams, budgeting, forecasting, variance analysis. Very comfortable in high visibility roles and offers strong leadership experience. Selectively exploring opportunities that offer growth and stability.

Experienced Financial Analyst-DC1
Senior Analyst with business valuation experience.  Has completed valuations for various healthcare entities through financial analysis, model building, gathering and manipulation of data, and due diligence. Well spoken, and professional.  Would love the opportunity to work in an environment with healthcare service providers to improve business vs. being a part of a transaction.  Seeking $107-110k.

Accounting Manager-DC2
References refer to this candidate as “highly organized, professional, detailed, excellent project management and accounting skills.”  Experience in payroll and HR, financial statement prep and analysis, annual budget, oversight of AP, AR and Fixed Assets, and implementation of multiple software systems.  Another reference spoke highly of her work ethic, work product and ability to deliver on time.  Preference for 1-2 days/week in office.  Seeking $110k.

Financial Analyst (entry level)-DC3
December 2022 graduate with Finance degree (3.7 GPA).  Experience for the past 2 years as a Staff Accountant with responsibilities for journal entries, account recons, financial review, commission calculations and analysis of operating expenses.  Proficient in Excel (vlookups, pivot tables, filters, if functions) and is a “do whatever needs to be done as long as it gets done on time” type of person.  Well spoken and disciplined – seeking an opportunity with a great mentor –hungry to learn and a hard worker.  Seeking a base of high $60s plus bonus opportunity.

Financial Analyst with an MBA-MDS1
Financial Analyst with an MBA from Wake Forest University and a BA in Economics. Currently a Senior Financial Analyst at at publicly traded healthcare company, he manages budgeting, variance analysis, monthly closings, and leadership presentations. His previous role as a Pricing Analyst involved analyzing data for national clients and setting commercial pricing to drive revenue growth. He also served as a Collateral Analyst at a major bank, focusing on credit risk management. Proficient in Microsoft Office, SQL, Tableau, Looker, and Power BI, candidate is open to new opportunities in growth-oriented companies where he can make a meaningful impact.

Strong Senior Accountant-MDS2
Strong Senior Accountant that currently manages banking reconciliations, financial statement preparation, and internal controls, while also overseeing accounts payable, receivable, and payroll processing. Currently reports to the CFO in her current role, she began her full-time career post-college as a Payroll Specialist, ensuring payroll accuracy for 300+ employees and collaborating with HR and other departments. She spent one year in this role before being promoted to Accounting Manager. Candidate also has experience public accounting completing an internship in audit. She is pursuing a Master’s in Accounting and is CPA exam eligible, highly polished for her level and describes herself as “an overachiever,” having graduated high school in 2.5 years and earning her Bachelor’s degree in 3 years. She is passionate about technology and Excel and has utilized these skills to create process improvements within her organization. Some projects she has worked on include: creating policies and procedures manuals for the Finance department, building a payroll insurance reconciliation system using Microsoft Excel, Power Query, and Power BI, and lastly developing a procurement system from scratch using Microsoft Power Apps. Targeting a base salary within the range of $80-90K.

Manufacturing VP Finance/Controller -DKE1
This Controller/VP Finance candidate began his career in public accounting (inactive CPA) with a focus on private companies in a variety of industries, with an emphasis in manufacturing.  Transitioned to a family-owned manufacturing company that grew significantly and merged with a publicly traded company later in his tenure.  This candidate has a strong blend of accounting and finance with a focus on supporting leadership in strategic decision making.

Multi-site Healthcare Accounting Manager-DKE3
This CPA began her career in public accounting and has transitioned to the PE backed healthcare industry.  She is seeking an opportunity to contribute to the success of a growing healthcare organization by standardizing and streamlining month-end processes and implementing systems to gain efficiency in the close and financial reporting process.  Intacct experience.

CPA with Healthcare and VBC Experience-DKE4
Driven accounting and finance leader with exceptional analytical and problem-solving abilities.  Controller track professional with multi-site healthcare and VBC experience.  Responsible for external audit and Intacct implementation for high growth, emerging companies.  High energy with bandwidth startup companies need!

Results Oriented CFO-DKE5
CFO with experience driving financial strategy and operational excellence in PE backed and privately owned mid-market companies.  Proven background in financial planning, analysis and reporting to support growth and profitability objectives.  Adept at partnering with C-suite executives and private equity stakeholders to implement value creation plans, streamline process, and optimize financial performance.

• Office Manager
• Executive / Administrative Assistant
• Sales Assistant

Executive Assistant-MAS3
Assisted C-level executives in their roles and responsibilities. Planned and coordinated client meetings, regional conferences, and trade shows, including event location, catering, travel, lodging and entertainment. Provided key support for project managers in the field. Managed special projects, created efficient steps and processes. Prepared and reconciled department budgets monthly and reviewed and executed contracts. Bachelor’s degree, MS Office, Salesforce, PM tools

Human Resource Executive-MAS-1
Strategic executive leader with more than 15 years of progressive human resource development with a special commitment to organizational effectiveness, employee engagement and growth, and process improvement. Demonstrated ability to create a broad scope of HR shared services from the ground up. Sharp business acumen and experience in managing a broad scope of HR operations, from coordinating employee development programs and administering benefit programs to implementing information/data systems and preparing training programs. MBA, SPHR

HR Generalist-MAS2
Innovative HR professional who increases process efficiencies to support organizational strategy.  Effectively use problem-solving skills to simultaneously improve company performance and culture through employee engagement, training, and development.  Bachelors, PHR, Paychex, ADP, MS Office.

• 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.