Your Forecast Cannot Be Trusted
Leadership needs stronger visibility, more credible assumptions, and a planning process capable of anticipating change.
FP&A Leadership Executive Search
FP&A Executive Search Firm
Hire FP&A Leaders Who Turn Financial Insight Into Action.
Need an FP&A leader who can improve forecasting, strengthen business partnership, and give leadership a clearer view of performance? Scion Executive Search identifies and recruits proven FP&A executives nationwide, including leaders who are not actively looking.
Scion is a national FP&A executive search firm recruiting Vice Presidents, Heads, Directors, and senior leaders across FP&A, strategic finance, commercial finance, and finance transformation.
VP FP&A
Head of FP&A
Director FP&A
Strategic Finance
Commercial Finance
Finance Transformation
Nationwide retained search
Direct passive executive outreach
Finance leadership specialization
FP&A
Strategic Finance Leadership
FP&A Leadership Market Map
Forecasting
Strategy
Analytics
Leadership
98%+
Finance placement success at one year
800K+
Finance professionals in our private network
16M+
Executive candidate network access
50
States supported through nationwide executive search
Independent Recognition
Award-Winning Search. Built for Consequential Finance Hires.
When FP&A leadership directly affects forecasting, board visibility, profitability, or growth, employers need more than applicant flow. Scion brings a dedicated search process, national reach, and proven recruiting expertise to the mandate.
When FP&A Leadership Cannot Wait
Why Employers Call Scion.
Most FP&A searches do not begin with a title. They begin with a business problem that the current finance organization is not solving fast enough.
The CFO Needs a Stronger Strategic Partner
Finance is producing numbers, but it is not influencing operating decisions, investments, or enterprise strategy.
Growth Has Outpaced Finance
Planning processes, systems, reporting, analytics, or team capability have not kept pace with the organization.
Your Board Expects More
Board, sponsor, and investor reporting requires sharper KPIs, better financial storytelling, and more decision-ready analysis.
You Need a Confidential Replacement
The incumbent is not right for the next stage, and the organization needs a discreet leadership transition.
You Are Building FP&A for the First Time
You need a leader capable of designing the function, hiring the team, selecting systems, and establishing financial discipline.
FP&A Leadership Searches
From Senior Planning Leadership to Enterprise Strategic Finance.
We build searches around the mandate, scope, team, business model, and financial outcomes required rather than relying on title alone.
VP FP&A
Head of FP&A
Senior Director FP&A
Director FP&A
VP Strategic Finance
Director Strategic Finance
Commercial Finance Director
Divisional Finance Leader
Finance Transformation Leader
SVP Finance
Chief Financial Officer
VP FP&A
Head of FP&A
Senior Director FP&A
Director FP&A
VP Strategic Finance
Director Strategic Finance
Commercial Finance Director
Divisional Finance Leader
Finance Transformation Leader
SVP Finance
Chief Financial Officer
VP & Head of FP&A
Enterprise planning, forecasting, executive partnership, team leadership, board reporting, and performance management.
VP Strategic Finance
Long-range planning, investment decisions, scenario analysis, M&A support, growth modeling, and enterprise decision support.
Director of FP&A
Budgeting, forecasting, KPI reporting, management analytics, team development, and cross-functional finance partnership.
Commercial Finance Leadership
Pricing, revenue, margin, sales productivity, customer economics, unit economics, and go-to-market decision support.
FP&A Transformation Leaders
Planning systems, automation, data architecture, reporting modernization, process redesign, and scalable finance operations.
Divisional Finance Leaders
P&L ownership, operating analysis, business unit forecasting, financial accountability, and direct partnership with business leadership.
Calibrate the Search Around the Business
What Does Your Next FP&A Leader Need to Solve?
Select the business priority most closely connected to your search. The ideal leadership profile changes depending on what the organization needs FP&A to accomplish next.
Forecasting Leadership
Build a More Predictable Financial Operating Rhythm.
The search should prioritize leaders who have built credible forecasting processes, challenged operating assumptions, improved variance visibility, and connected forward-looking financial information to management decisions.
Forecast accuracy
Driver-based planning
Scenario analysis
Operating partnership
KPI visibility
Executive communication
Why Retained Search
Not Another Résumé Search.
A senior FP&A search should build the market around your business requirements instead of limiting the organization to candidates who happen to be available.
Conventional Recruiting
- Starts with currently available candidates
- Relies heavily on applications and job-board visibility
- Matches titles, keywords, and résumé history
- Often focuses on a limited local or existing network
- Provides candidate submissions as they become available
- May end once candidates are introduced
Scion Retained Search
- Starts with the leadership mandate and required outcomes
- Maps active and passive FP&A executives directly
- Evaluates business impact, leadership patterns, and fit
- Builds a nationwide target market around the search
- Curates and calibrates a qualified executive market
- Supports assessment, references, offer, closing, and appointment
Private Equity & Portfolio Companies
FP&A Leadership for Value Creation.
PE-backed companies often need FP&A leadership that can increase financial visibility quickly while building the infrastructure required for the investment thesis.
Scion recruits leaders who can strengthen forecasting, improve EBITDA and cash visibility, establish board-ready KPI reporting, support add-on acquisitions, professionalize planning, and help management move confidently toward the next transaction.
01
Acquisition & Transition
Establish financial visibility, baseline performance, and management reporting.
02
100-Day Priorities
Build forecasting rigor, KPI discipline, cash visibility, and accountability.
03
Scale & Value Creation
Improve margin analysis, planning, resource allocation, and operating performance.
04
Add-On M&A
Support diligence, integration, consolidated forecasting, and synergy measurement.
05
Exit Readiness
Strengthen financial storytelling, reporting consistency, metrics, and forward visibility.
The Leadership Mandate
Recruit the Leader Behind Better Financial Decisions.
We calibrate each search around what the organization needs the next FP&A leader to change, build, improve, or protect.
01 / PREDICTABILITY
Stronger Forecasting
Credible forecasts, clearer assumptions, improved planning cadence, and earlier visibility into financial risk and opportunity.
02 / PARTNERSHIP
Better Business Decisions
Finance leaders who challenge assumptions, influence operators, and connect analysis directly to management action.
03 / PERFORMANCE
Sharper Profitability Insight
Visibility into revenue, margin, pricing, headcount, productivity, investment, and the drivers behind enterprise performance.
04 / STRATEGY
Scenario & Capital Planning
Financial leaders who evaluate strategic alternatives, investment decisions, operating scenarios, and long-range plans.
05 / STAKEHOLDERS
Board & Investor Intelligence
Stronger KPI visibility, board materials, financial storytelling, management reporting, and investor-ready financial analysis.
06 / SCALE
Modern FP&A Infrastructure
Planning systems, data models, automation, reporting, operating cadence, and team structures designed for the next stage.
Retained FP&A Search Methodology
We Search the Market, Not Just the Inbox.
The strongest FP&A executives are frequently succeeding inside another organization. We build the relevant market, engage those leaders directly, and evaluate them against your mandate.
01
Define the Mandate
Align on required outcomes, leadership scope, business context, team, systems, culture, and measures of success.
02
Map the Market
Identify target companies, relevant executives, adjacent profiles, industries, geographies, and comparable finance environments.
03
Engage Directly
Approach qualified active and passive FP&A leaders confidentially through targeted executive outreach.
04
Assess & Calibrate
Evaluate accomplishments, finance depth, business partnership, leadership, motivation, communication, and organizational fit.
05
Secure the Hire
Support interviews, finalist comparison, references, compensation alignment, negotiation, acceptance, and transition.
What Employers Receive
A Managed Executive Search, Not a Stack of Résumés.
Every stage of the search is designed to give your leadership team greater clarity, control, and confidence in the hiring decision.
Leadership Mandate
A defined success profile built around what the next FP&A leader must accomplish.
Market Mapping
Relevant companies, industries, adjacent markets, geographies, and executive profiles.
Direct Executive Outreach
Confidential engagement with high-performing active and passive FP&A leadership talent.
Candidate Intelligence
Context around accomplishments, leadership patterns, motivation, scope, and business alignment.
Structured Assessment
Evaluation against the search mandate rather than title, pedigree, or résumé keywords alone.
Finalist & Close Support
Interview management, references, compensation, negotiation, candidate communication, and closing support.
Complexity Changes the FP&A Mandate.
The right search profile should evolve with the organization rather than begin with a generic job description.
Search Situations
Your Business Changed. Your FP&A Leadership May Need to Change With It.
Scion can build the search around the specific transition your finance organization is navigating.
- Hiring the organization's first dedicated FP&A leader
- Upgrading or confidentially replacing existing leadership
- Scaling FP&A after rapid growth or investment
- Building stronger PE sponsor and board reporting
- Preparing for acquisition, integration, fundraising, or exit
- Moving finance from reporting toward business partnership
- Modernizing planning systems, analytics, and data infrastructure
- Building a sophisticated multi-division or enterprise FP&A function
Industry & Business Model Alignment
FP&A Leadership Across Complex Industries.
We recruit financial planning leaders whose experience aligns with the economics, reporting environment, ownership expectations, and operating complexity of your organization.
Technology, SaaS & AI
ARR, retention, bookings, CAC, recurring revenue, growth efficiency, consumption models, and unit economics.
Private Equity & Portfolio Companies
EBITDA, cash, value creation, board reporting, add-on M&A, sponsor visibility, and exit readiness.
Healthcare & Life Sciences
Reimbursement, service lines, R&D, clinical investment, capital allocation, and complex operating metrics.
Consumer, Retail & E-Commerce
Demand planning, product margins, inventory, channels, pricing, promotions, and customer economics.
Manufacturing & Industrials
Plant economics, utilization, supply chain, labor, cost structures, pricing, CapEx, and productivity.
Financial & Professional Services
Utilization, portfolio economics, capacity, transaction volume, revenue pipelines, labor, and operating leverage.
View More Industries +
Energy & Sustainability
Project finance, capital intensity, commodities, infrastructure, investment planning, and operational economics.
Construction & Infrastructure
Backlog, project forecasting, contract economics, cash flow, labor, CapEx, and multi-project performance.
Transportation & Logistics
Volume, fleet, route profitability, network economics, fuel, labor, capacity, and pricing.
Media, Sports & Entertainment
Audience, content economics, licensing, sponsorship, subscription models, and investment decisions.
Nonprofit & Education
Programs, grants, enrollment, restricted funds, financial sustainability, and stakeholder reporting.
Startups & Venture-Backed Companies
Runway, fundraising, headcount, growth investment, scenarios, board metrics, and scalable finance infrastructure.
Fortune 500 & Global Organizations
Complex planning, business units, geographic reporting, matrix structures, global operations, and executive reporting.
Multi-Entity Organizations
Consolidated planning, allocations, shared services, intercompany complexity, and portfolio performance.
FinTech & Financial Institutions
Risk, capital, portfolio economics, product profitability, regulatory environments, and transaction growth.
National Executive Market Access
We Search the Market. Not the Inbox.
Your next VP or Head of FP&A may already be succeeding inside another organization.
Scion maps relevant employers, adjacent industries, finance organizations, regional markets, and proven leadership profiles nationwide, then approaches qualified executives directly and discreetly.
01
Target Companies
02
Relevant Leaders
03
Direct Outreach
04
Qualified Market
05
Finalist Slate
16M+
Executive Network Access
New York
Boston
San Francisco
Dallas
Chicago
Atlanta
Employer Questions
FP&A Executive Search FAQs.
Answers for employers evaluating an FP&A leadership search partner.
What FP&A leadership roles does Scion Executive Search recruit?
Scion recruits senior financial planning and strategic finance leaders including Vice Presidents of FP&A, Heads of FP&A, Senior Directors and Directors of FP&A, Vice Presidents of Strategic Finance, Commercial Finance leaders, Divisional Finance leaders, finance transformation executives, and related senior finance leadership.
Does Scion conduct nationwide FP&A executive searches?
Yes. Scion Executive Search conducts FP&A leadership searches nationwide. We can build the candidate market across major financial centers, regional markets, specialized industry hubs, hybrid organizations, remote environments, and relocation markets based on the requirements of the search.
How does Scion reach FP&A leaders who are not actively looking for a new role?
Our retained search process includes targeted market mapping and direct confidential executive outreach. This allows the search to include high-performing FP&A leaders who may be successful in their current organizations and would not ordinarily respond to a public job posting.
Can Scion help us decide whether we need a Director, VP, or Head of FP&A?
Yes. Search discovery can help calibrate the appropriate leadership level by evaluating company size, growth stage, CFO structure, number of business units, FP&A team size, planning maturity, board expectations, systems, operating partnership requirements, and the outcomes expected from the hire.
How does Scion evaluate FP&A executives?
Assessment is calibrated to the specific mandate and may include forecasting sophistication, analytical depth, strategic finance capability, executive communication, board exposure, business partnership, team leadership, systems experience, change leadership, industry experience, and examples of measurable financial or operating impact.
Can Scion find an FP&A leader with experience in our industry?
Yes. Industry and business-model requirements can be built directly into the search strategy. Scion conducts finance leadership searches across technology, SaaS, private equity, financial services, healthcare, life sciences, consumer products, retail, manufacturing, professional services, energy, logistics, media, nonprofit organizations, education, startups, and complex enterprise environments.
Can Scion recruit FP&A leaders for private equity portfolio companies?
Yes. Scion can recruit FP&A and strategic finance leaders for portfolio companies requiring stronger forecasting, cash and EBITDA visibility, sponsor reporting, value-creation measurement, acquisition integration, scalable planning infrastructure, and exit readiness.
Can Scion conduct a confidential FP&A leadership replacement search?
Yes. Retained search can be structured around confidential leadership transitions, sensitive succession planning, incumbent replacement, or other situations where executive outreach and stakeholder communication require discretion.
Do we need a finished job description before contacting Scion?
No. Many searches begin while the employer is still determining the right title, scope, reporting structure, or level. Scion can use the initial search discussion to understand the business need and help calibrate the leadership mandate before outreach begins.
How do we start an FP&A executive search with Scion?
Start by sharing the business situation, leadership need, timing, and any known requirements with our executive search team. From there, we can discuss the mandate, target profile, market strategy, search scope, and next steps.
Starting the Search Is Simple
You Do Not Need a Finished Job Description.
If you know what the business needs but are still determining the exact title, scope, compensation, or reporting structure, that is enough to begin the conversation.
1
Tell Us What Needs to Change
Share the business problem, transition, leadership gap, or growth requirement.
2
We Help Define the Mandate
Align the title, scope, success profile, target market, compensation, and leadership requirements.
3
We Build the Search Strategy
Map and engage the relevant FP&A leadership market nationwide.
Your Next FP&A Leader
Build the Financial Planning Leadership Your Next Stage Requires.
Put Scion Executive Search's national reach, direct executive outreach, finance search expertise, and retained search methodology to work for your organization.
Nationwide Search
Passive Executive Outreach
Dedicated Retained Search Team
Confidential Search Available
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