Candidate Spotlight

Controller

• CPA, public accounting combo

• Proven leader with 10 years of experience

• Enjoys working in small to middle market companies that are experiencing growth

• Has built out accounting teams and enjoys implementing

Controller

• CPA public accounting combo

• Audit experience also includes IT and loves to take on technology improvements

• Has managed teams of more than 7, including AR, AP, etc

Assistant Controller

• CPA, public accounting combo with 8 years of experience

• Full cycle GL, Financial reporting experience (ASC 606 and ASC 842)

Senior Accountant

• CPA, public combo with 4 years of experience

• Recently been in a valuation role within healthcare and is looking to transition to a different industry

• Interested in going back to more of a traditional role, or something within private equity/fund accounting

Senior Auditor/Accountant

• CPA with 5 years of audit experience

• Specializes in internal controls

• Looking to transition into an industry role

Controller

• BS/MS Accounting

• Public Combo, CPA

• 10 years experience

• Middle Market Leader – Controller for $200-300m

Controller

• CPA, Big 4 public combo

• 15 years of combined experience including both public and privately held companies

• International experience

• SEC reporting, Technical accounting and management of the general ledger with a team of 8

Senior Accountant

• Masters, Accounting and CPA eligible

• 4 years of experience

• Main clients are non-profit, city/county, utilities focused in audit but also does bookkeeping

• Prepares financial statements and journal entries for clients as they don’t have internal accounting departments

Controller

• Accounting Degree

• Public Combo, CPA

• 15+ years experience, including 10+ supervisory

• Monthly financials, internal controls implementation, budgeting, forecasting

  SAP implementation

Accounting Manager/Assistant Controller

• Accounting Degree

• Public combo, CPA

• 15 years experience

Senior Analyst, Transfer Pricing

• Big4 public combo with 6 years of experience

• Started his career in the private equity, fund accounting space

• Responsible for multiple entities, general ledgers, month end close, intercompany accounting

• Heavy technical accounting, works with mostly REIT’s, and has some exposure to fair value accounting

Senior Accountant

• Public combo

• Mostly real estate, development experience and looking to get into a new industry

Staff Accountant

• Accounting Degree, OSU

• CPA Eligible

• 2 years of small public accounting experience

• Looking for a traditional accounting role

Controller

• MS in Taxation

• CPA, public accounting combo with 10 years of experience

• Full cycle GL accounting, managing a team, financial reporting, M&A

Controller

• CPA, public combo with 20+ years of experience

• Currently with an oil and gas company overseeing the revenue and property accounting teams

• Left public accounting as a manager, servicing industries in both the public and private sector; manufacturing, construction, non-profit, oil and gas

In today’s workplace, engaged employees aren’t just more productive—they are also more committed, innovative, and motivated to drive business success. For small businesses, where every team member plays a pivotal role, employee engagement is the key to long-term growth and resilience.

7 Ways to Boost Employee Engagement in Small Businesses

• Offer Flexibility or Competitive Compensation
  Flexible schedules, remote options, or even slight pay increases for in-office employees enhance satisfaction and retention. When flexibility isn’t an option, a well-structured compensation strategy ensures employees feel valued.
• Benchmark Salaries Regularly
  Your employees know their worth—and so should you. Research market rates to ensure competitive salaries that attract and retain top talent. Compensation transparency builds trust and loyalty within your team.
• Get Creative with Perks and Recognition
  Beyond salary, small perks and meaningful recognition go a long way. Monthly team lunches, wellness stipends, or public acknowledgments for achievements boost morale and create a culture of appreciation.
• Provide Clear Career Advancement Paths
  Employees thrive when they see a future within your company. Offer mentorship, professional development, and leadership opportunities to keep them engaged. A lack of growth is one of the top reasons employees leave.
• Emphasize Your Strength as a Small Business
  Small businesses provide closer collaboration, stronger relationships, and more direct impact. Highlight these advantages and encourage employees to take ownership of their roles.
• Foster a Culture of Belonging
  A strong sense of community and inclusion makes employees more engaged and committed. Invest in team-building, social events, and open communication to cultivate a connected and motivated workforce.
• Empower Managers to Lead Engagement Efforts
  Great managers influence engagement through communication, support, and leadership. Encourage autonomy, recognize effort, and prevent burnout by ensuring manageable workloads.

Engagement isn’t just about perks—it’s about creating a workplace where employees feel valued, heard, and motivated to contribute their best.

Proud to Be Named a Best Place for Working Parents in 2025!

At Benchmark Search, we understand that supporting working parents benefits not only families but also the business as a whole. We’re proud to announce that we have been recognized as a Best Place for Working Parents in 2025! This award highlights our dedication to fostering an environment where professionals can excel, balancing their career ambitions with family responsibilities.
By setting the standard for family-friendly workplaces in the Dallas-Fort Worth area and beyond, we exemplify how valuing both career growth and personal well-being leads to a thriving workforce.

We invite you to reflect on what a truly supportive workplace means to you. For working parents, it may involve flexible scheduling, comprehensive parental leave policies, or a company culture that prioritizes work-life balance. These elements not only enhance employee satisfaction but also drive overall productivity and loyalty.

Let’s celebrate the importance of creating inclusive workplaces that recognize and address the diverse needs of all employees. As employers, it’s essential to cultivate an environment that empowers working parents to thrive both professionally and personally. What initiatives or practices do you consider vital for supporting working parents in the workplace? Share your thoughts with us!