We cover the full spectrum - from Accounting Clerks, AP/AR Specialists, and Staff Accountants to Senior Financial Analysts, Controllers, and C-suite executives like CFOs and VPs of Finance. We also place professionals in tax, treasury, internal audit, payroll, and public accounting. If it sits within Finance & Accounting, we recruit for it.

We offer temporary, temp-to-hire, and direct hire placement options. Need someone to cover a leave or a seasonal surge? We've got it. Looking for a permanent addition to your team? Executive search? We handle that too. Our approach flexes to match your timeline, budget, and business goals.

Temporary associates are employed by Atrium as the Employer of Record. We handle onboarding, payroll, timesheets, Workers' Compensation, benefits administration, and compliance, so you get the talent without the administrative burden.

Speed is a core part of what we do. Our recruiters draw from an exclusive candidate database, 73% built from referrals, which means we're not starting from scratch. Many of these professionals are passive candidates already vetted and ready to go, so we can move fast when you need us to.

Many of our Finance & Accounting recruiters come out of the industry themselves, so they understand what you actually need - not just what's written on the job description. That hands-on experience, combined with our Applicant-Centric approach, is why 93% of our placements are rated as excellent and our associates stay in their positions 3x longer than the industry average.

Just reach out to our Tampa team by phone at 813.805.8900 or fill out the contact form on this page. Tell us about the role, your timeline, and any must-haves, and we'll take it from there. Our recruiters will develop a tailored search strategy and start presenting qualified candidates quickly.

We keep the intake process simple. At a minimum, we'll want to understand the role title and core responsibilities, required certifications or software proficiency (CPA, CMA, SAP, NetSuite, etc.), your team structure and reporting lines, salary range or bill rate budget, and your ideal start date. The more context you can share about your team culture and what's worked (or hasn't) in past hires, the better we can match, and engagements kick off with a brief discovery call with your dedicated recruiter.

Temporary/contract staffing means we place a professional on our payroll for a defined period. You pay an all-inclusive hourly bill rate; we handle wages, payroll taxes, workers' comp, and benefits. This is ideal for seasonal surges (tax season, year-end close), leave coverage, or project work like ERP implementations.

Temp-to-hire starts as a contract engagement with a defined path to permanent conversion. You get a working trial period before committing. Keep in mind that in a tight accounting labor market, top candidates often prefer direct offers, so temp-to-hire works best when paired with a clear timeline and genuine intent to convert.

Our process goes well beyond résumé review. Depending on the role, screening includes structured interviews conducted by recruiters with hands-on finance and accounting experience, technical skills assessments (general accounting knowledge, AP/AR procedures, financial analysis, Excel proficiency), verification of professional credentials such as CPA, CMA, or CFA,  confirmed through sources like NASBA's CPAVerify database and the relevant credentialing bodies, reference checks with former supervisors, and background checks including criminal history, employment verification, and credit checks where appropriate, given the sensitive financial data these roles handle.

We also evaluate software proficiency for platforms like QuickBooks, SAP, Oracle, NetSuite, and Microsoft Dynamics. Our goal is to present candidates who are both technically qualified and a strong cultural fit for your team.

This is a smart question, and one that doesn't get asked often enough. Finance and accounting professionals often handle sensitive data — bank account details, payroll records, tax filings, and financial statements.

Whether a worker is temporary or permanent, we recommend establishing clear policies around financial authority and approval limits, system access controls and permissions (ERP, banking platforms, payroll systems), data handling and confidentiality agreements, and segregation of duties, especially for AP, AR, and treasury functions.

For temporary staff specifically, consider whether access should be time-limited or role-restricted. We're happy to consult with your team on practical safeguards that protect your organization without creating unnecessary friction for the professionals doing the work.

Agencies tend to deliver the most value when speed matters (an unexpected departure, an audit deadline, year-end close), when the role is specialized or hard to fill (SEC reporting, FP&A, tax compliance), when your internal HR team is already stretched, or when you need confidentiality.

If you have 60+ days, the role is entry-level with a strong local applicant pool, and your recruiting team has bandwidth, hiring directly may be the more cost-effective path. We're happy to talk through your situation honestly, even if the answer is that you don't need us right now.