"Pre-vetted" has become the standard marketing claim for global talent platforms. The problem is that it covers an enormous range of actual rigor – from a quick resume review and one phone screen to multi-stage technical assessment, role-specific accounting simulations, and ERP proficiency testing. The word is the same; the process behind it is not.
For a CFO hiring senior accounting talent to run the monthly close, the difference matters. A poorly vetted hire who clears a basic English assessment but has never independently owned a close process is not a Senior Accountant – they're a supervised bookkeeper with an upgraded job title. Understanding what vetting actually covers is the most important due diligence question a finance leader can ask before engaging any global platform.
CPA or CPA-equivalent licensing (e.g., Philippine CPA, ICAI in India, CPC in Colombia), degree confirmation from accredited institutions, and employment history verification against LinkedIn and references. MAVI only invites credentialed candidates with deep finance and accounting experience into the network.
This is where most platforms reveal their actual standards. A real technical screen covers journal entry construction under US GAAP, the accrual basis and matching principle, revenue recognition under ASC 606, lease accounting under ASC 842, and multi-entity consolidation concepts. A candidate who cannot explain the difference between a prepaid expense and an accrued liability is not senior accounting talent, regardless of what their resume says.
For US company contexts, demonstrated capability in QuickBooks, NetSuite, and Bill.com – not self-reported familiarity. MAVI conducts tool-specific assessments for candidates placed in roles where ERP ownership is central to the scope.
This is the layer most platforms skip. Scenario-based assessments reveal whether someone can operate autonomously in a real finance environment: how do they handle a variance in a reconciliation they can't immediately explain? How do they communicate a delayed close? What do they do when a vendor invoice contradicts a PO? These questions don't have textbook answers, and that's intentional.
Ask three questions before committing: What percentage of applicants pass your vetting process? What specific accounting competencies does your technical screen cover? Can you show me the assessment structure for the role I'm hiring for?
A platform that can't answer all three clearly hasn't built a vetting process. It's built a screening process – and those are not the same thing.
Fewer than 2% of candidates who apply to MAVI's network pass the full vetting process. That figure reflects the cumulative impact of credential filtering, technical assessment, ERP screening, and judgment-based evaluation removing 98% of applicants before a profile reaches a client.
MAVI clients don't receive a shortlist to evaluate from scratch. They receive matched profiles from a pool where the quality floor is already established – which is why the conversation starts with fit and context rather than with whether the candidate can actually do the job. Book a call to hire pre-vetted, US-caliber global finance and accounting talent that are ready to integrate into your team as high-quality hires from day one.
It can mean anything from a basic resume review to multi-stage technical assessment covering US GAAP knowledge, ERP proficiency, accounting simulations, and practical judgment scenarios. Always ask for the specific assessment criteria before trusting the label.
They should demonstrate independent close process ownership, technical knowledge of ASC 606 and ASC 842, multi-entity reconciliation experience, and ERP proficiency without supervision. MAVI's technical screens test for these competencies specifically.
A genuinely selective platform accepts fewer than 5% of applicants. MAVI's acceptance rate is 2%, reflecting layered screening across credentials, technical accounting competency, ERP skills, and judgment-based scenarios.
MAVI maintains an ongoing pool of vetted, available professionals. When a client submits a role requirement, matched profiles are drawn from this existing pool – which is why placements happen within five business days rather than requiring a new vetting cycle for each role.