Challenge

A European Investment bank needed to replace their retiring Head of Tax. Their in-country talent team had limited tax knowledge and struggled to assess candidates’ experience across federal, state and international tax compliance.

Approach

• Conducted intake with CFO to define the role profile. Produced a search-quality brief to accompany the job description.

• Used AI-assisted sourcing to map the market of tax professionals amongst inbound banks. We also used our network within a relevant trade association to network with appropriate candidates.

Result

A shortlist was delivered within 3 weeks. The client hired a strong Director within a competing bank who had been ready to step into a leadership position.

Challenge

A Fortune 200 energy company required a Tax Counsel to advise on federal income tax, M&A and energy-specific credits and incentives. The position reported into the VP Tax with dotted line to the General Counsel. The internal talent acquisition team had little experience assessing tax lawyers and, as the role could be worked remotely, were overwhelmed with applicants.

Approach

• Took a detailed intake call with the VP Tax and GC to clarify the scope of the responsibilities and ideal background, particularly target law firms and relevant transactional experience.

• Used AI-assisted sourcing to identify hard-to-reach candidates from within, and alumni of, Vault Law 100 firms nationwide.

• Produced an executive brief comparing shortlisted profiles, including analysis of relevant work, motivations for leaving and salary expectations.

Result

Within 5 weeks the company had hired a Tax Counsel from ‘Big Law’ with relevant experience on behalf of a sector competitor.

Challenge

A fast-growing technology company listed on the NASDAQ needed a Tax Manager to strengthen their reporting and compliance function. The role required experience within income tax provisions on behalf of a publicly-traded company, international tax exposure and cross-functionality with finance and product teams. The role had been open for over 4 months and existing talent partners had come up short.

Approach

• Conducted a detailed intake call with the Tax Director to clarify the ideal profile, on which the consultant challenged assumptions.

• Used industry knowledge to identify an untapped talent pool of relevant candidates open to returning to a corporate environment from the IRS.

• Used our Interview Co-Pilot tool to provide structured interview feedback and mentorship to a small group of candidates.

Result

Within five weeks the company had hired a Tax Manager, just in time for quarterly close.

Challenge
We were recommended by a private equity sponsor to support a first-time Treasurer hire within a manufacturing company within their portfolio. The role was critical, involving cash management, FX risk, debt refinancing, and working closely with the CFO on capital markets strategy. Given the strategic importance of the hire, the company retained Hunters Point Partners as the internal team had no recent experience recruiting senior treasury talent and wanted to ensure full market coverage.

Approach

• Conducted a retained search kickoff with the CFO to define technical competencies and leadership qualities required.

• Produced a market map of over 200 potential candidates across manufacturing, energy, and industrial sectors.

• Leveraged AI-assisted sourcing to identify passive candidates outside of standard treasury networks.

• Applied the Surveyor Score to evaluate longlist candidates against technical criteria (liquidity, capital structure, FX risk) and leadership fit.

• Delivered an Executive Brief presenting 8 shortlisted candidates, each benchmarked for experience and cultural alignment.

• Managed interview scheduling, feedback collection, and guided the CFO through structured comparisons using AI-assisted candidate comparison tools.

Result
Within 10 weeks, the company hired a Treasurer from a peer manufacturing group with extensive debt capital markets experience. The client credited the retained process with providing confidence that the full market was covered and the strongest candidate secured.

A fast-growing healthcare company backed by private equity needed to build out its treasury function with a Treasury Analyst to support daily cash management, bank reconciliations, and debt reporting. Their HR team had received 150+ inbound applications, but struggled to separate qualified treasury professionals from general finance applicants. They required a partner with the expertise to quickly identify candidates with the right technical foundation and potential to grow into future leadership roles.

Approach:

• Conducted an intake call with the Treasurer to clarify the balance between technical skills (cash positioning, Excel, debt reporting) and cultural fit within a lean, high-growth team.

• Used HPP Thread to screen inbound applications and remove irrelevant profiles inflated by AI-generated resumes.

• Applied the Surveyor Score to evaluate both internal applicants and sourced candidates against core treasury competencies.

• Presented a structured shortlist of 5 qualified candidates with commentary on technical aptitude, growth potential, and compensation benchmarks.

• Advised on interview preparation using our Interview Co-Pilot, ensuring candidates showcased relevant projects and examples.

Result:
The company hired a Treasury Analyst from a similar industry. The Treasurer praised the structured evaluation, noted that the shortlist seemed well prepared and expressed confidence that their preferred candidate could scale with the business.

Challenge
A multinational consumer goods company was rolling out Oracle Cloud ERP across North America and needed a Finance Transformation Manager to lead process redesign and change management within the finance team. The role required a candidate who could bridge systems expertise with practical finance knowledge. The client’s talent acquisition team had advertised the role directly but struggled to identify applicants with both ERP implementation experience and strong stakeholder management skills.

Approach

• Partnered with the Finance Transformation Director to refine the candidate profile, clarifying “must-have” ERP experience versus broader change management potential.

• Used AI-assisted sourcing to identify passive candidates from consulting firms and corporates with recent Oracle and SAP project experience.

• Applied the Surveyor Score to evaluate both inbound and sourced candidates against technical and leadership competencies.

• Prepared an Executive Brief providing context on transformation market trends, compensation ranges, and each candidate’s project portfolio.

• Supported interview preparation for candidates with our Interview Co-Pilot, aligning their examples with the client’s ERP program objectives.

Result
Within six weeks, the company hired a Finance Transformation Manager from a Big 4 advisory background who had recently delivered an Oracle Cloud rollout for another global company.