At the executive level, tax recruiting isn’t just about finding a qualified candidate: It’s about finding the right leader who can address your most pressing business priorities. At TaxSearch, we combine decades of experience, industry-specific tools, and a consultative process to ensure every placement drives lasting value.
Here’s how we do it:
Four Box Needs and Wants
Understanding Your Tax Talent Priorities
Every tax department has unique goals, risks, and growth opportunities. To guide our searches, we help clients clarify which of the following four talent priorities matter most to them. This model, what we call the “Four Box” framework, ensures each candidate is aligned with your organization’s strategic and cultural needs:
1. Risk Mitigation
Ensuring your tax department effectively manages compliance, regulatory changes, and audit risk. We prioritize candidates who strengthen internal controls, maintain technical rigor, and reduce exposure.
2. Strategic Growth and Transformation
Targeting leaders who can elevate the tax function into a strategic business enabler, whether through M&A, international structuring, automation, or cross-functional alignment.
3. Continuity and Succession
Planning ahead for both expected and unexpected transitions. We identify and pipeline talent to ensure business continuity and leadership stability, even amid change.
4. Culture and Leadership Fit
Beyond credentials, the right candidate must fit your company’s DNA. We evaluate leadership style, communication preferences, and values to ensure smooth integration and lasting success.
By identifying which “boxes” are most urgent for your business, we tailor our strategy to deliver not just qualified candidates, but the right tax leaders for your long-term goals.
