From Bookkeeper to Finance Team: The Hiring Roadmap
The step-by-step sequence for building finance capabilities as you grow.
Key Takeaways
- •Hire for specific gaps, not generic "finance help"—know what you need before recruiting
- •The typical sequence: outsourced bookkeeping → fractional CFO → controller → accounting staff → full-time CFO
- •Timing depends on complexity as much as revenue—PE-backed or multi-entity companies need to hire earlier
- •Internal vs. external hiring depends on the role—transactional work outsources well, strategic work doesn't
Building a finance team isn't about hiring fast—it's about hiring right. The wrong hire at the wrong time wastes money and creates problems. The right hire at the right time unlocks growth.
This guide walks through the typical hiring sequence for growing companies, with specific guidance on timing, job descriptions, and whether to hire internally or externally.
The Typical Hiring Sequence
While every company is different, most follow a predictable pattern:
Outsourced Bookkeeping
When: From day one, or when the founder can no longer do it themselves
Cost: $1,000 - $4,000/month
Gets books in order without headcount commitment. Most companies use outsourced bookkeeping through at least $10M revenue.
Fractional CFO
When: $3M-$10M revenue, or when strategic finance questions arise
Cost: $5,000 - $15,000/month
Adds strategic guidance without full-time cost. Works alongside outsourced bookkeeping to provide complete coverage.
Controller (First In-House Hire)
When: $10M-$20M revenue, when accounting complexity demands in-house leadership
Cost: $120,000 - $180,000/year
Takes over accounting operations from outsourced provider. Fractional CFO typically continues for strategic guidance.
Staff Accountant / Bookkeeper
When: $15M-$25M revenue, when controller needs support
Cost: $50,000 - $75,000/year
Handles transaction processing, freeing controller for higher-value work. May replace or supplement outsourced bookkeeping.
Full-Time CFO
When: $20M-$35M revenue, or when strategic needs require dedicated attention
Cost: $200,000 - $350,000+/year
Replaces fractional CFO with dedicated executive. Often triggered by PE investment, M&A activity, or heavy board/investor demands.
FP&A Analyst/Manager
When: $25M-$40M revenue, when planning and analysis needs exceed CFO capacity
Cost: $80,000 - $140,000/year
Dedicated resource for budgeting, forecasting, variance analysis, and management reporting. Reports to CFO.
Timing Triggers: When to Make Each Hire
Revenue is one indicator, but specific triggers often matter more:
| Hire | Triggers |
|---|---|
| Fractional CFO |
|
| Controller |
|
| Full-Time CFO |
|
| FP&A |
|
Complexity Accelerates Hiring
PE-backed companies, multi-entity structures, international operations, or complex revenue recognition all accelerate the hiring timeline. A PE-backed $15M company may need a full-time CFO, while a simple $30M company may still use fractional.
Internal vs. External: What to Outsource
Better to Outsource
- Bookkeeping (through $10M-$20M)
- Payroll processing
- Tax preparation
- Audit
- CFO services (until $20M-$30M)
- Specialized projects (M&A, systems)
Better to Hire
- Controller (at scale)
- FP&A
- Business partnership roles
- Internal controls design
- Strategic finance (at scale)
- Day-to-day decision support
Hiring Tips by Role
Hiring a Controller
- Look for experience at similar-sized companies
- Technical accounting skills are table stakes—also assess leadership
- Industry experience matters less than company stage experience
- Test practical skills: walk through a close process, discuss a complex accounting issue
- Red flag: only worked at large companies where processes were already built
Hiring a CFO
- Match the CFO to your needs—not all CFOs are the same
- Growth CFO vs. operational CFO vs. strategic CFO—know which you need
- Prior experience with your board/investor type matters
- Communication skills are critical—this person represents finance to stakeholders
- Red flag: impressive resume but no experience at your stage
Hiring FP&A
- Excel/financial modeling skills are essential
- Look for analytical curiosity, not just number-crunching
- Experience with similar business models helps
- Test with a real modeling exercise using your data
- Red flag: can build models but can't explain what they mean
Common Hiring Mistakes
Hiring too senior too early
A CFO from a $500M company won't be effective at a $15M company. They're used to infrastructure that doesn't exist and won't roll up their sleeves.
Hiring too junior when you need senior
A bookkeeper can't answer the board's strategic questions. Don't hire for price—hire for the capability you actually need.
Promoting controller to CFO without fit
Not all controllers can be CFOs. Different skills, different orientation. See our guide on controller to CFO transition.
Waiting until crisis
Hiring after you're already drowning means hiring fast, not right. Plan hires 6-12 months ahead of when you'll hit capacity.
Related Resources
Finance Team Structure
Right-sized teams for each stage
Fractional CFO Guide
When fractional makes sense
Need Help Building Your Finance Team?
Eagle Rock CFO helps growing companies plan and build their finance functions. Let's discuss your hiring roadmap.
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