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Mpowered Staffing LLC Proven accounting & finance recruiting experts who put customers first. Activate better growth here!

10/22/2026

If the IPO is the main reason you're interviewing at a startup, the hiring team is going to pick up on it. IPOs are back after a couple of years where you barely saw one, so it's an easy thing to get excited about.

Everybody likes to say if they'd been in early at SpaceX, they'd be a millionaire. Maybe. But the people who were there went through a lot of pain, and it was probably a passion for aerospace or the work itself that kept them there.

So before you take the interview, figure out what's going to keep you going when the work gets frustrating.

10/15/2026

At least 9 out of 10 controllers we talk to are already building an agent or automating something with AI. Over the last 6 months, Claude has come up in just about every conversation, along with Numeric and the AI-native ERPs.

So if you're hiring a controller right now, asking whether they've used AI won't tell you much. Reading a contract and applying ASC 606 still matters, but where our clients are seeing real value is the operations side, like how someone stood up billing and mapped it to the GL.

Have them walk you through one of those, start to finish.

10/08/2026

When a controller's resume lands on your desk, the current company is probably the first thing you look at.

A lot of the best controllers I know in the Bay were at a company you'd absolutely recognize 6 years ago. Then they left for a startup they actually believed in, and that startup either didn't survive the last 2 years or never really took off. So the top line on the resume might not mean much to you, but that's the job where they kept taking on more with a small team and stuck it out.

Loyal, high EQ, tech savvy. I know a lot of controllers like that right now who'd be a great fit for a role like yours. They pick up the phone when I call.

09/22/2026

We've placed more than 1,000 accounting and finance professionals across San Francisco, San Jose, the East Bay and the Peninsula.

And after that much time in one market, you start to understand the little things that can make or break a search.

Geography is an easy example.

You can put a 25-mile radius around a company and find someone who looks like a perfect fit.

But if that means asking someone to commute from San Ramon to Palo Alto, it’s probably not realistic.

Then there are the nuances between different parts of the Bay Area, the companies within them and the people you build relationships with over the years.

Those things are difficult to pick up from a database.

You can recruit in a market from anywhere. �But knowing the market as locals is a different story.

09/17/2026

Less than 0.1% of applicants are actually landing the job right now.

Candidates are applying and not getting seen, their resumes aren't getting surfaced, interviews are taking longer, and people are getting discouraged. Then you talk to employers, and they're saying they can't find good people.

They're getting flooded with applications and spending more time figuring out who's actually qualified.

So there's this weird disconnect where the right candidates are out there, and companies need them, but they're having a harder time finding each other.

The real fix is going and finding the right person instead of waiting for one to land in an inbox.

09/15/2026

Every recruiter pitching you a search says the same thing: amazing opportunity, great company.

That tells us nothing. We've seen two companies at the exact same funding stage, both Series B, with completely different departments. One's running lean with a team of 3. The other's already at 23 people heading into their C round.

They're the same stage on paper but the departments have nothing else in common.

A recruiter reading your job description back to you isn't running a search.

If they can't tell you where you actually stand without you telling them first, they didn't do the work before they called.

09/10/2026

Where's the light at the end of the tunnel?

That's the question I hear from finance people who've been out of work for months.

Resumes going nowhere.

Interviews that either don't come, or don't go anywhere when they do.

It wears on you in a way that's hard to explain to anyone who hasn't been there.

I've sat in it.

15 years ago when I was starting out in this business, I was at the lowest point of my life, and there were stretches where it felt like a weight sitting on my chest.

So I don't give people a pep talk. I can't point you to the finish line.

What I can tell you is that the stretch I thought might end me is the one that made me who I am now.

You don't get that perspective in the moment. Only later.

09/08/2026

Half the searches we run change shape somewhere in the middle. That's just how this market is moving right now.

A new priority from the board, a shift in what the team actually needs, and the role you scoped out at the start isn't the one you're filling anymore. What started as a controller search turns into something closer to a Head of Finance. What was supposed to be part-time turns into full-time three weeks in.

Some firms would call that a new search. They'd reset the clock, send a new invoice, and start from scratch.

When that happens to us, we just connect the dots to find who the role actually needs now.

09/03/2026

When I sit down with a candidate, the resume's the least interesting thing in front of me.

What I'm really after is how they think.

When they hit a tight deadline with a close and something's going sideways, what did they actually do about it?

Did they try to automate it? What did they reach for?

That's what tells me whether I've got someone who solves problems, or someone who just executes.

Somebody who's actually been in it and knows what works and what doesn't.

You don't get any of that from a piece of paper.

09/01/2026

If you're hiring a VP of Finance in the next 6 months, change the question you're asking candidates about AI.

Everybody's going to say they use it.

They've all got the tools on the resume now, Numeric, the AI-native ERPs, all of it. But that doesn't really tell you anything.
Everybody uses tools.

Ask what they've actually built with it.

We talked to a finance leader last year who built 4 agents inside his own org.

The close automation, the reconciliations, some of that AP coding that used to eat up 2 people.

The company kept growing and he never added a head in accounting.

That's the person you're looking for. And you're not going to find them by asking what software they've used.

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