Controller in Chantilly, VA (Chantilly)

Hiring Manager: Amber Milot (EVP of Corporate Development – Interim CFO)
Search Type: Contract-to-Hire (preferred) Permanent
Target Conversion: ~6 months on contract, then permanent
Start Timing: Immediate / As soon as the right person is found
Location: 5 days onsite (local preferred; relocation possible but not ideal)
ROLE OVERVIEW (What They Are Hiring)The client will ultimately hire one of the following, depending on candidate profile:Controller, ORDirector of AccountingTitle will be flexible based on experience:Strong, traditional Controller profile Controller titleSlightly lighter on finance/treasury but very strong in multi-entity + D365 F&O Director of Accounting titleReporting StructureInitially: Reports to Amber (Interim CFO)Longer-term: Will report to a newly hired CFO (active search underway)SCOPE OF ROLE / RESPONSIBILITIES
Leadership (Core Focus – this is the differentiator)This is a leadership-first hire.The role will manage:5 Accounting Managers (direct reports)~6 staff (mix of AP/AR)2+ contractorsTotal span: ~12–13 peopleExpectations:Mentor, coach, and train the teamActively manage performance (PIPs, difficult conversations, written warnings when necessary)Bring structure to a currently “chaotic” environmentCreate and streamline processesStabilize the departmentBe a proactive problem solver (not just a technical accountant)Accounting / Finance ResponsibilitiesOversight of multi-entity accountingIncome statement review across entitiesMonth-end close & reportingAudit coordination and supportProcess improvement and internal controlsPartnering with IT on D365 F&O-related finance workflowsEnvironment ContextCompany is in ~2 years of transformation and changeFast-paced, high-growth, and sometimes chaoticNot a steady-state environment — they want someone who thrives in thisREQUIRED SKILLSET (Non-Negotiables)
Must-HaveHeavy D365 F&O experience (NOT Business Central)Strong multi-entity accounting backgroundExperience managing managers (not just individual contributors)Proven track record handling performance issues (PIPs, coaching, exits when needed)Exceptional communication skillsHighly organized and structured leaderSystems / ToolsD365 F&O – criticalXflow (SignUp Software) – nice to have (not required; IT manages backend)Highly Preferred (Big Pluses)FAR / Overhead Audit experienceClient works with multiple state DOTs and undergoes annual FAR auditsGAAP audit familiarityESOP accounting exposure (helpful but not overly complex)LOCATION / WORK MODEL5 days onsite required at the startNo remote/hybrid initiallyPotential for occasional WFH later once the team is stableOpen to relocation but prefer local candidates (they are hesitant to relocate someone who may not work out)COMPENSATION (Permanent)
Base Salary$200,000 – $240,000BonusTarget ~8–10% annually in a normal yearUses a “45% bonus plan” methodology (calculation mechanism, not actual payout)2025 was a record bonus year; unlikely to be repeated consistentlyBonus Eligibility (Contract-to-Hire Considerations)Must convert to permanent before October to be bonus-eligible in 2026If converting in August pro-rated bonus for Aug–Dec onlyCOLA / Raises2026 company-wide increase: 2.7%Annual compensation reviews; adjustments made if market benchmarks warrantINTERVIEW PROCESSRound 1 – Virtual: AmberRound 2 – Virtual Panel:Pete O’Hara (Director of Treasury)Lori Debo (Chief People Officer)Round 3 – Onsite (possibly 1–2 rounds):AmberPeteLoriPotentially: COO (Leo) and CIO (Larry Walters)Multiple rounds expected — this is a critical hire.WHY THIS ROLE / SELLING POINTS
Company GrowthRevenue increased $90M in one year (2024 2025)2024: $457M2025: $548MClear path toward a $1B revenue target within ~4–5 yearsCareer OpportunityAbility to build and shape the accounting functionChance to grow a larger teamSignificant visibility with executive leadershipKey role in major digital and operational transformation