Financial Analyst Staffing — FP&A, Corporate Finance, and Reporting Roles
Contract, contract-to-hire, and direct-hire financial analysts placed in an average of 17 days. Pre-vetted FP&A specialists, Excel and Power BI analysts, and senior finance professionals across 30+ U.S. markets.
Last updated: April 29, 2026
KORE1 places financial analysts across FP&A, corporate finance, BI/reporting, and treasury functions on contract, contract-to-hire, or direct-hire terms. Average time-to-hire is 17 days across 30+ U.S. markets.
Budget season. The VP of Finance just flagged a gap in the reporting team. Your FP&A lead went to a competitor and the board deck is six weeks out. You can post the role, run the process, and hope the calendar cooperates. Or you can call us.
We’re a specialized accounting and finance staffing agency that’s been placing financial analysts since 2005. Our recruiters know the difference between an analyst who’s good with Excel and one who can build the three-statement model your CFO actually relies on. That gap is where most generalist firms lose you time you don’t have.
KORE1 serves companies across healthcare, tech, manufacturing, real estate, and financial services. The placements stick too. 92% of our finance hires are still with the same employer at the 12-month mark.
Every financial analyst role, from FP&A to BI reporting
Titles don’t tell you much. A “financial analyst” at one company is running weekly variance reports in Excel. At another they’re building Monte Carlo simulations in Python and presenting to the CFO. We ask the right questions before we source.
FP&A roles are the bulk of what we place. Annual planning support, monthly actuals-vs-budget, headcount modeling, SaaS metrics for Series B and C companies, and the narrative that makes the numbers land with leadership. These searches usually have a three-to-four week runway and a hard start date. We respect both.
Beyond FP&A, we regularly place corporate finance analysts doing M&A support and capital structure work, BI-focused reporting analysts who live in Power BI, Tableau, and Databricks, and treasury analysts handling cash positioning, debt covenant tracking, and credit facility management. Senior-level searches — Senior Financial Analyst, Finance Manager — close more slowly but land more carefully. We’ll tell you what to expect on timeline before you commit to a search plan.
Match the engagement to what you actually need
Three models. Each one built for a different situation.
Contract is the right call when the work has a defined end. Budget build, audit support, a systems migration that needs finance coverage for 90 days. You get a qualified analyst without the salary commitment. See how contract staffing works for finance roles.
Contract-to-hire makes sense when headcount isn’t approved yet but the work is already on the desk. Or when you want to see someone perform before you commit. Sixty or 90 days, a clear conversion price upfront, no surprises. Learn more about contract-to-hire staffing.
Direct hire is for the analyst who’s staying. Senior financial analysts, finance managers, FP&A leads. We run the full search, make the placement, and stand behind it with a replacement guarantee. More on direct-hire staffing if you’re not sure what that guarantee looks like in practice.
If you’re not sure which fits, that’s fine. Describe the situation and we’ll tell you which model we’d pick.
Financial analyst roles we fill every month
Four profile types we place on a recurring basis, plus the specialty analyst searches that come in when the standard pipeline isn’t enough.
FP&A Analysts
Budget builds, rolling forecasts, variance commentary, and the Excel or Workday Adaptive models behind them. Usually 2 to 5 years of experience and comfortable presenting to finance leadership.
Corporate Finance Analysts
M&A support, DCF modeling, capital structure analysis, and due diligence. Typically CFA candidates or CFA Level I/II holders with investment banking or Big-4 advisory backgrounds.
BI & Reporting Analysts
Power BI, Tableau, or Looker plus a SQL foundation. These profiles sit at the intersection of finance and data, turning raw ERP outputs into dashboards that executives actually use.
Senior Financial Analysts
Full forecast ownership, cross-functional partnership with ops and sales, and enough credibility to push back on the revenue team when the numbers don’t hold up. 5 to 8 years and CPA-track or MBA is common.
Also placing treasury analysts, budget analysts, revenue analysts, and finance managers. For closing-side talent see accountant staffing and CPA staffing. Need a finance leader above analyst level? See our controller staffing, full accounting and finance practice, or fractional CFO services.
How we screen financial analysts
Five steps. Usually inside a week. No ceremony, just relevance.
- 01Intake call. Thirty minutes. We map the technical requirements, comp band, reporting structure, and the one thing that usually sinks these searches — the model or system the analyst has to own on day one.
- 02Sourcing. Active bench first. Warm referrals second. Targeted outreach to passive candidates third. We don’t start with job boards and we don’t spray resumes.
- 03Technical screen. A finance-specialist recruiter talks to every candidate. We test Excel fluency, model familiarity (Adaptive Insights, Anaplan, Pigment, SAP BPC), and whether their FP&A or BI experience matches what you described.
- 04Reference calls. Two references, both direct managers where possible. We make the calls ourselves. Anything that doesn’t add up, we flag before you see the resume.
- 05Submittal. Two to four qualified candidates with written assessments. You see why each one fits, not just their job history.
Common Questions
How much does financial analyst staffing cost?
Contract financial analysts bill at a loaded hourly rate based on level and market. Direct-hire placements run a fee of 20% to 25% of first-year base salary, quoted before the search begins.
Mid-level FP&A analysts in Orange County and Los Angeles are billing around $45 to $65 an hour contract, or $90K to $115K direct hire. Senior FP&A and corporate finance roles run higher, especially for CFA holders or candidates from investment banking backgrounds. According to the Bureau of Labor Statistics Occupational Outlook Handbook, the median annual wage for financial analysts was $99,890 in 2024, with the top 25% earning above $136K. Direct-hire placements carry a replacement guarantee. We quote the flat percentage before we start, not after.
How long does it take to fill a financial analyst position?
Our average time-to-fill for financial analyst roles is 17 days. Mid-level FP&A analyst searches close faster. Senior analyst, finance manager, and corporate finance searches with CFA requirements trend toward 3 to 4 weeks.
The biggest variable isn’t sourcing. It’s interview scheduling. Hiring teams that block 30-minute screens in the first 48 hours and keep the decision loop to two people close fastest. Searches that drift past two weeks usually lose a top candidate to a competing offer somewhere in the process. We’ll tell you what’s realistic before we start.
What’s the difference between a financial analyst and an FP&A analyst?
All FP&A analysts are financial analysts, but not all financial analysts do FP&A work. FP&A means financial planning and analysis — budget builds, rolling forecasts, and variance reporting. Other financial analyst specializations include corporate finance, treasury, BI/reporting, and revenue analysis.
In practice, “financial analyst” is a broad title. At a tech startup it usually means someone building ARR models and cohort analysis. At a manufacturer it might mean variance reporting against standard cost. At a PE-backed company it could mean M&A support. When you call us, we ask what the work actually is before we start sourcing. The title matters less than the model.
Should I hire a contract financial analyst or a full-time one?
Hire contract when the work has a defined end or when headcount isn’t approved yet. Hire full-time when the analyst will own a forecast cycle, present to leadership, and build institutional knowledge over multiple planning periods.
Contract-to-hire splits the difference. You get a working trial of 60 or 90 days and the option to convert at a fixed fee once you’ve seen performance in your environment. That model works especially well for FP&A roles where the first budget season is the real interview. The McKinsey workforce research shows flexible hiring arrangements growing fastest in mid-market finance functions, particularly in companies under $500M in revenue.
What certifications do your financial analyst candidates hold?
Financial analyst candidates we place commonly hold CFA (Chartered Financial Analyst), CPA (Certified Public Accountant), or MBA credentials. For BI-focused roles, we also see Microsoft Power BI certifications and Tableau Desktop Specialist credentials alongside solid finance fundamentals.
Certification requirements vary by role type. Corporate finance and M&A analysts usually come from CFA or investment banking backgrounds. FP&A analysts are more mixed — some have CPAs, many don’t, and what matters more is whether they’ve owned a full forecast cycle. For BI/reporting analysts, SQL and Power BI proficiency matter more than any credential. For dedicated tax, audit, or licensed-CPA hires, see our CPA staffing page. We’ll tell you what the realistic candidate pool looks like for your specific requirements before you commit to a search plan.
Can you place financial analysts in industries outside of financial services?
Yes. Most of our financial analyst placements are in technology, healthcare, manufacturing, real estate, and construction — not in financial services. FP&A and corporate finance roles exist in every industry that runs a P&L.
Industry context matters more than people expect. A tech-company FP&A analyst needs to be comfortable with SaaS metrics — ARR, NRR, CAC payback — that a manufacturing analyst has never modeled. A healthcare finance analyst needs to understand payer mix and reimbursement variance. We match candidates to industry context, not just job title. That’s a meaningful part of why our 12-month retention runs at 92% across finance placements. For finance + tech crossover roles at fintech employers specifically, see our fintech staffing practice.
The board deck deadline doesn’t care that the FP&A seat is open.
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