An outsourced CFO firm places senior finance judgement inside several small companies at once. The firm's people carry several clients each, and the pressure points are workload spread, junior analysts' growth and the CFO bench.
Not sure what you need? Tell us about your business in six short steps and we will come to the first meeting prepared.
Share your requirementsAn outsourced CFO provider gives growing companies a finance head on a part-time or retained basis. A partner or CFO lead handles three to six clients at a time, supported by finance analysts who build budgets, dashboards and cash forecasts, and by accounts staff who keep the monthly numbers ready. The client sees one face, but behind it is a small team shared across accounts. Fees are retainers or project-based, so time is hard to measure. Senior people carry the relationships and juniors carry the workload. Growth means hiring more CFO leads, who are scarce and costly. See also HR for professional services.
These are the places the people side of this kind of business tends to give way. The rest of this page works through them.
HR here has to work for each of these groups, not only the office. The set-up below is written with all of them in mind.
GullyHR runs talent acquisition for permanent roles in outsourced CFO providers. For each role we agree the job description with you, find and screen candidates against it, and support the offer through to joining. Tell us the role and the number of people, and we start there.
We recruit permanent employees. We do not supply contract or temporary staff.
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.
We agree what the role must deliver, the must-have and nice-to-have skills, and how each will be scored.
Screening call, assessment, interview rounds and decision points, sized to the role and the number of people you hire.
Structured questions for each role family and a rating guide, so two interviewers judge the same answer the same way.
A short briefing for your managers on what to ask, what to avoid and how to give a clear yes or no.
Who approves, how the offer is made, and how candidates are kept informed from first call to joining.
Each lead juggles several boards and deadlines, so the closing days of different clients collide and attention thins.
Junior analysts build models for clients but seldom sit in the meeting, so they learn mechanics but not judgement.
A good CFO lead needs deep finance experience and client trust. Hiring one lateral is costly and promoting one internally is slow.
Two clients paying the same fee can need very different effort, and the team feels the imbalance before the owner does.
Board packs, month-end reviews and budget seasons for several clients fall in the same week, and the team works late.
CFO leads are left alone as long as clients are happy, so problems with workload, conduct or growth go unspoken.
Whoever brings in a client or builds a template is not recognised separately from whoever just serves, and good analysts look elsewhere.
Start with the topics that matter most here: Career and Succession Management; Compensation, Payroll and Benefits; Organisation Design. Then work through the rest. Each topic is written for professional services, not in general.
Named backups for the roles that cannot be vacant.
Salary structure, payroll inputs and a month that closes on time.
Structure, reporting lines and who is allowed to decide what.
How many people, in which roles, by when, and what they will cost.
Requisition to joining, the same way every time.
A first day that is the same for the fifth joiner as the first.
Records, attendance, leave and the day-to-day HR that must simply work.
Goals, reviews and ratings that hold up in a conversation.
Training planned from need rather than from the calendar.
Communication, recognition and the conditions people actually work in.
Two routes, one for complaints, one for conduct, kept separate.
Policies a manager can apply, and obligations with owners and dates.
Induction, records, incident reporting and follow-through.
Who leaves, when, why, and which of them mattered.
Resignation to relieving letter, in a defined order.
Records that survive people, and approvals that do not queue.
A short monthly pack management actually reads.
An HR function that runs the same way every month.
The pieces a outsourced CFO providers business puts in place, in an order that makes each easier. Open any card for the detail.
Set a working limit on clients and a rule for how effort is measured, so new clients are accepted knowingly.
Set a working limit on clients and a rule for how effort is measured, so new clients are accepted knowingly. The HR process consulting service covers setting it.
A rota so each analyst attends part of a client review each month, followed by a short debrief with the lead.
A rota so each analyst attends part of a client review each month, followed by a short debrief with the lead.
Stages from analyst to manager to lead, with specific experiences at each.
Stages from analyst to manager to lead, with specific experiences at each. The manager development programme suits the middle stage.
A light record of hours or days per client per month, to compare with the fee and to see strain.
A light record of hours or days per client per month, to compare with the fee and to see strain.
A shared calendar of each client's cycle, so collisions are seen early and cover is arranged.
A shared calendar of each client's cycle, so collisions are seen early and cover is arranged.
Recognition and pay linked to client outcomes, templates built, new clients won and people developed.
Recognition and pay linked to client outcomes, templates built, new clients won and people developed. See the compensation and rewards strategy work.
Before changing anything, find out what is true today. Work through the checks using a recent operating period. The time needed depends on the records you hold; note missing evidence and use the findings to choose a priority.
Share your requirementsConfirm with a qualified professional. What applies to you depends on your business, your state and your arrangements, and it changes. This page describes practice. It does not state a legal position.
The services below fit this kind of business best. Each starts by recording where you stand, and every later report compares against that. We do not promise outcomes.
A programme that moves finance managers towards CFO lead roles, with coaching on client conversations and team leadership.
Rewards that recognise client outcomes, templates and mentoring, not only time served.
A review of how work, load and reviews run across the firm, with simple fixes you can adopt.
One tidy record of roles, client assignments, development and agreements for a team spread across accounts.
Start with a free conversation, or see the paid HR Diagnostic.
Understand the business, its workforce, current processes and HR challenges.
Find the missing, weak, inconsistent or person-dependent processes.
Create the structure, processes, policies, SOPs, dashboards and systems needed.
Help HR and department managers actually adopt the new system.
Digitise repetitive and approval-based workflows where it is worth doing.
Track hiring, attendance, employee cost, performance, training and attrition.
Strengthen the people-management system continuously, not once.
From the GullyHR blog: one on HR in professional services, and one on each of the topics this page points to.
Why associates and managers leave consulting, accounting, legal and advisory firms, and how to ask about progression, workload and partners at exit.
6 min readRead article
A two-hour exercise that names the roles you could not fill quickly, who could cover them, and what readiness would actually require.
7 min readRead article
Simple variable pay structures for product and engineering teams: four options, why individual metrics backfire, a build plan and a one page outline to adapt.
6 min readRead article
A founder's guide to building job grades, titles and billing levels for a growing IT services firm, with a step-by-step method and a grade description outline.
6 min readRead articleMore on the GullyHR blog.
It depends on client size and the work involved, so a fixed number would mislead. Track effort per client for a few months, then set a working limit from your own data.
Give strong managers staged exposure: attending board meetings, leading a client review, then owning a small client with a senior sponsor. Pair that with leadership coaching.
Because they see no route and little client exposure. Offer meeting access, a visible step to manager and projects with a clear owner.
A light record of days or hours is enough to show where effort is out of line with the fee. Use it to plan, not to police.
With regular one to ones, a view of their workload and a conversation about growth. Light touch does not mean no touch.
We would ask how many clients each lead carries, how analysts are developed and how you would fill a lead role in a year. A good first project is a CFO lead pathway with a client load review. Scope is written down for you to accept or change.
All 6 business types in chartered accountants & accounting firms · Find another business type
See all HR topics for professional services, or another industry.
Tell us your industry, team size and the issue you want to address. Bring one example of where work gets delayed or ownership is unclear, and the deadline or decision you are working towards.
