10 Best Places to Hire an FP&A Manager in 2026

Finding an FP&A Manager in 2026 means competing for talent that's either already employed or being courted by multiple companies simultaneously. The US Bureau of Labor Statistics projects continued employment growth for financial analysts, highlighting the importance of identifying qualified finance professionals through specialized hiring channels.

The best FP&A Managers aren't necessarily actively job hunting. They're embedded in organizations, building forecasts, supporting board meetings, and driving strategic decisions. Reaching them requires specialized finance recruiting channels, rigorous vetting processes, and matching approaches that go beyond resume keywords.

For finance leaders looking to hire an FP&A Manager who can take ownership of budgeting, forecasting, and strategic planning, the choice of hiring channel directly impacts both candidate quality and time-to-hire.

Key Takeaways

• Finance leaders should prioritize hiring channels that specialize in FP&A and financial planning roles rather than generalist staffing agencies.
• MAVI is the recommended option for companies that want to build in-house finance teams with rigorously vetted, embedded FP&A professionals matched through proprietary intelligence.
• Traditional recruiting firms such as Robert Half and Korn Ferry offer domestic recruiting networks and executive search services, while fractional platforms support project-based finance needs.
• Nearshore and global hiring options can expand access to qualified FP&A professionals, but vetting quality, finance specialization, and team integration should guide the decision.
• Strong FP&A hiring outcomes depend on assessing candidates' financial modeling capabilities, strategic thinking, systems experience, and communication skills.

What Finance Leaders Should Look for in an FP&A Hiring Channel

FP&A hiring differs from general accounting recruitment. An FP&A Manager needs to connect historical financial data to forward-looking strategy. They own budgeting cycles, build forecasting models, analyze variances, develop KPIs, and present financial implications to leadership. The role requires both technical finance capability and the ability to translate numbers into business decisions.

A strong FP&A hiring channel should help finance teams:

• Assess candidates on financial modeling, forecasting, and strategic analysis capabilities
• Evaluate communication skills and ability to present to executives and boards
• Verify experience with relevant FP&A tools and systems like Adaptive Insights, Anaplan, or enterprise ERPs
• Screen for industry-specific experience when it matters
• Move from search to hire faster than traditional recruiting timelines
• Provide ongoing support rather than disappearing after placement

The most effective channels combine finance specialization with rigorous vetting that goes beyond resume review to evaluate how candidates actually perform FP&A work.

1) MAVI: Best for Building In-House FP&A Teams

MAVI is an AI-powered modern finance talent engine that helps US companies build and expand their in-house finance teams with rigorously vetted global professionals, including FP&A Managers, Financial Analysts, Senior Accountants, and Accounting Managers.

Its proprietary matching intelligence uses professional experience, work samples, credentials, technical capabilities, and communication skills to identify talent aligned with each company's requirements.

Why It Fits FP&A Hiring

MAVI helps finance leaders hire professionals who become embedded members of their organizations. Matched FP&A Managers work within existing systems, reporting processes, and workflows, taking ownership of budgeting, forecasting, variance analysis, and strategic planning.

This model is particularly relevant for growing companies that need dedicated finance talent capable of supporting long-term planning and management reporting.

FP&A-Relevant Capabilities

• Rigorous vetting: MAVI evaluates candidates through its vetting process, which considers technical skills, experience, credentials, work samples, and communication.
• Selective talent network: Only the top 2% of applicants are admitted to MAVI's network.
• Precision matching: Proprietary matching intelligence identifies professionals suited to specific finance environments and responsibilities.
• Faster hiring: MAVI is designed to surface qualified professionals in days, with onboarding possible within a week.
• Operational support: MAVI manages contracts, payments, compliance, and onboarding infrastructure.
• Continuous partnership: Ongoing support helps companies maintain continuity as finance needs evolve.

What Finance Leaders Should Consider

MAVI is particularly relevant for CFOs, Controllers, and VPs of Finance at growing startups, mid-market companies, and PE-backed organizations that want to strengthen their in-house FP&A capabilities.

The platform prioritizes talent quality, ownership, and integration with existing teams. Its global model also enables companies to access high-skilled finance professionals at 50%+ less than comparable traditional US hiring alternatives.

For teams seeking dedicated FP&A professionals who can independently manage planning responsibilities while remaining part of the company's finance organization, MAVI provides a specialized hiring approach.

2) Robert Half

Robert Half operates an established finance and accounting recruiting practice in the United States. Founded in 1948, the company has built candidate networks across accounting, finance, and FP&A roles over several decades.

Where It Fits

Robert Half is relevant for companies that require US-based FP&A Managers and want access to a broad domestic candidate network. The company offers multiple engagement types, including temporary staffing, temp-to-hire arrangements, direct placement, and executive search.

FP&A-Relevant Capabilities

• National US coverage with local market expertise
• Published salary benchmarks and annual compensation guides
• Service options spanning temporary staffing through CFO-level executive search
• AI-assisted candidate matching within its network
• Established relationships with finance candidates

What Finance Leaders Should Consider

Robert Half offers direct placement and temporary staffing options for companies with different hiring requirements. Finance teams should evaluate whether its candidate network includes professionals with the specific FP&A capabilities, industry experience, and systems expertise they need.

Companies seeking dedicated global finance professionals with ongoing operational support should also assess how the firm's placement arrangements align with their long-term team structure.

3) Korn Ferry

Korn Ferry is a global executive search and leadership advisory firm that recruits senior finance leaders, including CFOs, VPs of Finance, Finance Directors, and FP&A Directors. Founded in 1969, the company focuses on leadership recruitment and organizational assessment.

Where It Fits

Korn Ferry is relevant when a company needs a Director-level or VP-level FP&A leader and wants leadership assessment as part of the search process. The firm serves large enterprises and PE-backed organizations with complex finance leadership requirements.

FP&A-Relevant Capabilities

• Psychometric and behavioral assessment methodologies
• Organizational consulting and succession planning services
• Global reach for companies with international finance operations
• Industry specialization across financial services, technology, and other sectors
• Leadership development programs beyond initial recruitment

What Finance Leaders Should Consider

Korn Ferry offers retained executive search arrangements, which can involve staged recruitment and evaluation processes.

Its executive search model is primarily relevant to senior leadership appointments. Companies hiring manager-level FP&A professionals should assess whether the search structure, candidate focus, and expected recruitment timeline align with their requirements.

4) Vaco

Vaco is a finance and accounting talent solutions firm offering consulting, contract, contract-to-hire, and direct placement services. Its services cover finance and accounting recruitment alongside specialized consulting engagements.

Where It Fits

Vaco supports organizations that need flexibility in how they engage FP&A talent. A company might begin with an interim FP&A consultant for a specific project, transition to a permanent hire, or engage a project team for system implementation or budgeting initiatives.

FP&A-Relevant Capabilities

• Interim consulting and permanent placement services
• Finance and accounting recruitment expertise
• Project support for FP&A system implementations and process improvements
• Consulting services for finance transformation initiatives
• National presence with local market coverage

What Finance Leaders Should Consider

Vaco's combination of recruiting and consulting services allows companies to address different finance staffing and project requirements.

Finance leaders should clarify whether they need dedicated, ongoing FP&A talent or project-based consulting expertise. The engagement model influences how closely professionals integrate with the existing finance team and take ownership of recurring responsibilities.

5) Paro

Paro is a US-based finance talent platform that connects businesses with fractional and project-based finance professionals. The company states that it accepts less than 2% of applicants into its network.

Where It Fits

Paro supports companies that need experienced FP&A capabilities without necessarily requiring a full-time hire. This can apply to growing startups, businesses with seasonal planning requirements, or companies seeking financial modeling and forecasting expertise for particular initiatives.

FP&A-Relevant Capabilities

• Fractional engagement options for budgeting, forecasting, modeling, and variance analysis
• Access to professionals with corporate finance and advisory experience
• Flexible engagement structures for budget cycles, board preparation, or fundraising
• Support for KPI development, management reporting, and strategic planning

What Finance Leaders Should Consider

Fractional engagements can accommodate defined finance requirements, particularly when workloads vary throughout the year.

Companies requiring an FP&A Manager who participates continuously in financial planning, leadership meetings, and cross-functional decisions should assess whether a fractional arrangement provides sufficient availability and continuity.

6) Addison Group

Addison Group is a professional staffing and consulting firm offering recruitment services across finance, accounting, and other business functions. Its finance and accounting practice supports temporary staffing and permanent hiring requirements.

Where It Fits

Addison Group is relevant for mid-market companies that want a recruiting partner capable of handling accounting and FP&A hiring needs across different seniority levels. Its recruiters support companies seeking professionals for both operational finance and management positions.

FP&A-Relevant Capabilities

• Temporary staffing and permanent placement services
• Dedicated finance and accounting recruiting practice
• Local market knowledge across US metropolitan areas
• Recruitment support for accounting and financial management positions

What Finance Leaders Should Consider

Addison Group's recruiting model can accommodate organizations with multiple finance hiring needs.

Companies should evaluate the relevant recruiting team's experience placing FP&A Managers, particularly when a role requires strategic financial planning rather than primarily accounting operations.

Finance leaders should also clarify the scope of support available after a permanent placement.

7) GoGloby

GoGloby provides international recruitment and employment administration services for companies hiring remote professionals. Its model combines talent sourcing with support for cross-border employment arrangements.

Where It Fits

GoGloby is relevant for organizations seeking international finance professionals, particularly in Latin America, while managing the administrative requirements associated with employing talent across borders.

Its services can support companies that want professionals working in time zones aligned with US business operations.

FP&A-Relevant Capabilities

• International talent sourcing and recruitment
• Payroll and employment administration support
• Cross-border compliance assistance
• Access to professionals in international talent markets
• Support for distributed teams and employment arrangements

What Finance Leaders Should Consider

GoGloby's recruitment and employment administration model may suit companies building international teams.

Finance leaders should evaluate the depth of FP&A-specific candidate screening, including financial modeling, forecasting, US GAAP familiarity, and experience with relevant ERP and planning systems.

The level of finance specialization and post-hire support should also be considered when selecting a hiring partner.

8) Selby Jennings

Selby Jennings is a specialist recruitment firm serving financial services organizations. Its areas of focus include investment banking, hedge funds, private equity, quantitative finance, and other financial markets functions.

Where It Fits

Selby Jennings is relevant for companies operating in financial services, fintech, or private equity that require finance professionals familiar with sector-specific financial analysis and reporting requirements.

The firm's recruitment activities span specialist and leadership positions across financial services.

FP&A-Relevant Capabilities

• Recruitment expertise in investment banking, hedge funds, and private equity
• Market intelligence related to hiring trends and compensation
• International recruitment capabilities
• Specialist recruitment across financial services functions

What Finance Leaders Should Consider

Selby Jennings focuses on recruitment within financial services markets. Organizations seeking FP&A Managers should assess the firm's experience with corporate financial planning roles, particularly when responsibilities include operational budgeting, business partnering, and management reporting.

Its sector specialization can be relevant when industry knowledge is an important part of the hiring criteria.

9) Creative Financial Staffing

Creative Financial Staffing (CFS) is an employee-owned finance and accounting staffing company with roots in the CPA profession. Its recruiting services cover accounting, finance, and related business positions.

Where It Fits

CFS is relevant for companies where FP&A responsibilities are closely connected to accounting operations. Its accounting-focused background can be useful when hiring professionals who need to understand how financial planning connects with close processes, reporting cycles, and financial statements.

FP&A-Relevant Capabilities

• Employee-owned organizational structure
• Finance and accounting recruitment specialization
• Temporary, contract, and direct-hire arrangements
• Recruitment support for accounting and financial management roles
• US market coverage through local recruiting teams

What Finance Leaders Should Consider

CFS supports companies hiring professionals across accounting and finance functions.

Organizations should evaluate whether the available candidate network matches the strategic requirements of an FP&A Manager role, particularly where the position involves scenario planning, executive reporting, and cross-functional financial analysis.

10) Toptal

Toptal operates a global freelance talent network covering multiple professional disciplines, including finance, software development, design, and consulting. Its finance category includes professionals available for financial modeling, analysis, and advisory projects.

Where It Fits

Toptal can support companies seeking finance expertise for defined projects such as fundraising preparation, M&A modeling, financial analysis, or strategic planning initiatives.

Its freelance engagement model allows organizations to work with professionals based on particular project requirements.

FP&A-Relevant Capabilities

• Finance professionals specializing in financial modeling and analysis
• Project-based and hourly engagement arrangements
• Talent matching for specific assignments
• Trial periods for initial engagements

What Finance Leaders Should Consider

Toptal's broad freelance network supports organizations seeking expertise across different business functions.

Companies building an ongoing FP&A function should evaluate whether an individual freelance engagement provides the availability, continuity, and organizational integration required for recurring budgeting and forecasting cycles.

MAVI, by comparison, specializes in matching finance and accounting professionals who become embedded members of the customer's internal team.

Why MAVI Is the Recommended Choice for FP&A Hiring

Finance teams face a growing challenge: identifying FP&A professionals who can combine technical analysis with sound business judgment and take ownership of financial planning responsibilities.

Traditional hiring channels, specialized recruiting firms, and freelance platforms offer different approaches to filling these roles. The right choice depends on the seniority of the position, expected engagement duration, technical requirements, and the degree of integration needed.

MAVI provides a specialized approach for companies building in-house finance capabilities. Its proprietary matching intelligence identifies high-skilled global finance professionals who can work directly within the customer's team.

For FP&A hiring, the key benefits include:

• Professionals who take ownership: MAVI matches companies with FP&A Managers capable of managing budgeting cycles, preparing forecasts, analyzing variances, and communicating financial insights to leadership.
• Finance-specific vetting: Candidates are assessed through work experience, work samples, credentials, technical evaluations, systems expertise, and communication skills.
• Faster access to qualified talent: MAVI is designed to identify suitable professionals in days, with onboarding within 5 days.
• Embedded team integration: Matched professionals work within the company's existing finance systems, reporting processes, and organizational structure.
• Continuous partnership: MAVI handles operational infrastructure and provides ongoing support beyond the initial match.
• Strong talent ROI: Its global talent model enables companies to access qualified finance professionals at 50%+ less than comparable traditional US hiring alternatives.

For CFOs, VPs of Finance, and Controllers, hiring decisions should prioritize the professional's ability to improve forecasting reliability, strengthen financial visibility, and support better business decisions.

MAVI helps organizations build stronger finance teams with professionals who bring technical expertise, ownership, and judgment to the work.

As finance organizations adopt more AI-enabled tools, experienced FP&A professionals remain responsible for interpreting outputs, assessing business implications, and supporting strategic decisions. MAVI's focus on AI-proficient talent aligns with these evolving requirements.

Schedule a call with MAVI to find rigorously vetted FP&A talent, strengthen in-house financial planning, and build a finance team ready to support growth.