How to hire a senior advisory

How to hire a senior advisory, step by step

Here's a step-by-step senior advisory hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a senior advisory job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new senior advisory
• Step 8: Go through the hiring process checklist

What does a senior advisory do?

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1. Identify your hiring needs

   The senior advisory hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A senior advisory's background is also an important factor in determining whether they'll be a good fit for the position. For example, senior advisories from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of senior advisories and their corresponding salaries.

   Type of Senior Advisory	Description	Hourly rate
   Senior Advisory		$39-66
   Audit Manager	An audit manager is responsible for the complete audit process of finances in an organization. They work for banks and report directly to the audit committee... Show more	$39-85
   Mechanical Engineering Technologist	A Mechanical Engineering Technologist is responsible for developing and assembling mechanical parts and components, following the head engineer's design specifications. They identify resources for manufacturing, ensuring that the deliverables follow the high-quality standards and requirements... Show more	$20-36

2. Create an ideal candidate profile

   Common skills:

   • Advisory Services
   • Financial Statements
   • Business Development
   • Client Relationships
   • Real Estate
   • Internal Controls
   • Sarbanes-Oxley
   • Client Engagement
   • Internal Audit
   • IFRS
   • Balance Sheet
   • Tax Returns
   • Client Management
   • Corporate Clients

   Check all skills

   Responsibilities:

   • Manage and provide best practices for user, permissions and role assignments in a complex ERP environment.
   • Lead internal control reviews for an internationally own agriculture manufacturing company focuse on the inventory and payroll areas.
   • Perform all components of the SOX process including scoping, process documentation (i.e.
   • Provide company with an operating plan that include bringing in EY to service functions.
   • Involve in the defect fixing of the various ETL integrations during the testing phase.
   • Test Sarbanes-Oxley controls for billing, inventory, cash, order filling, payroll and account reconciliation.

   More senior advisory duties

3. Make a budget

   Including a salary range in your senior advisory job description is a great way to entice the best and brightest candidates. A senior advisory salary can vary based on several factors:

   • Location. For example, senior advisories' average salary in hawaii is 26% less than in alaska.
   • Seniority. Entry-level senior advisories earn 40% less than senior-level senior advisories.
   • Certifications. A senior advisory with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a senior advisory's salary.

   Average senior advisory salary

   $108,053yearly

   $51.95 hourly rate

   ---

   Entry-level senior advisory salary

   $83,000 yearly salary

   Updated December 16, 2025

   Average senior advisory salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$118,062	$57
   2	Washington	$114,341	$55
   3	Connecticut	$108,013	$52
   4	New York	$107,930	$52
   5	Massachusetts	$107,902	$52
   6	Arizona	$107,843	$52
   7	New Jersey	$107,739	$52
   8	Pennsylvania	$107,306	$52
   9	Delaware	$107,103	$51
   10	Maryland	$106,531	$51
   11	Michigan	$106,151	$51
   12	District of Columbia	$106,121	$51
   13	Virginia	$106,091	$51
   14	Ohio	$105,821	$51
   15	Minnesota	$104,869	$50
   16	Texas	$104,544	$50
   17	Illinois	$103,837	$50
   18	North Carolina	$103,454	$50
   19	Florida	$103,031	$50
   20	Alabama	$102,728	$49

   Average senior advisory salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	CAMRIS International, Inc.	$118,207	$56.83
   2	Kforce	$117,695	$56.58	24
   3	Holthouse Carlin & Van Trigt LLP	$114,765	$55.18
   4	Mayo Clinic	$114,703	$55.15
   5	Pwc	$112,763	$54.21	1,459
   6	Randstad North America, Inc.	$109,339	$52.57	1
   7	Federal Energy Regulatory Commission	$109,007	$52.41
   8	Colorado State Express	$108,736	$52.28
   9	BDO USA	$106,204	$51.06	64
   10	Ernst & Young	$106,016	$50.97	139
   11	Mitchell & Associates	$105,930	$50.93
   12	Friedman	$104,124	$50.06
   13	Deloitte	$104,074	$50.04	3
   14	Grant Thornton	$102,712	$49.38	175
   15	Nyc Parks	$97,761	$47.00
   16	Food and Drug Law Institute	$96,103	$46.20
   17	Brookdale Senior Living	$95,310	$45.82
   18	Management & Training	$90,907	$43.71
   19	Empower Retirement	$89,600	$43.08
   20	The City University of New York	$89,259	$42.91

4. Writing a senior advisory job description

   A job description for a senior advisory role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a senior advisory job description:

   Senior advisory job description example

   What does BPM stand for? Innovation, opportunity, community, diversity, inclusivity, flexibility and so much more.
   
   B-P-M stands for “Because People Matter,” because at our core, our people drive everything we do and how we do it.
   
   We are a forward-thinking, full-service accounting firm providing modern solutions to businesses across the globe. We focus on comprehensive assurance, tax, and consulting services for our clients, and we provide our people and our community with the resources to lead meaningful and purposeful lives.
   
   While we are one of the largest California-based accounting firms, our flexible work locations and schedules mean we have professionals across the continent. BPM offers a rich diversity in clients, industries, and overall work. Our teams and our clients drive us to provide quality services and ignite unique insights and ideas that contribute to our continued success. Our clients come from different backgrounds and industries, which keep our people intellectually challenged every day.
   
   Our initiatives and ideals lead to our continued recognition as one of the “Best Places to Work” in the Bay Area and beyond. We are dedicated to providing meaningful careers for all of our employees along with fostering an environment that allows an integrated lifestyle. Our flexible culture allows our professionals to live a balanced lifestyle between their work responsibilities and personal commitments.
   
   BPM's Business & Outsourcing Services team provides comprehensive financial and business advisory services to private, owner-run companies, including family-owned businesses and start-ups. We do this by providing outsource accounting services, cash flow modeling, financial reporting. We also represent companies in securing loans and financing, develop succession plans and exit strategies, and support company growth through tax planning, risk management, system and processes optimization and merger and acquisition integration.
   
   In addition, as part of the Advisory Service Line, our Business Enterprise Services Team (BEST) works with clients on their ERP system implementation needs, introducing and utilizing technology, to streamline their accounting processes and procedures.
   
   You Have (Requirements):BS/BA in Accounting, Finance, or Business ManagementA desire to pursue your CPA.Minimum 4 years' experience in public accounting and/or industry as part of an accounting function.Experience with data conversions, interfaces/integrations, reporting and customization within various ERP systems. Experience using QuickBooks, Intacct, NetSuite and/or other accounting platforms.Working knowledge of Bill.com, Expensify, and/or Concur is a plus.Demonstrated leadership experience.Excellent oral and written communication skills.Able to work with multiple clients and projects concurrently.Ability to synthesize all forms of research into clear, thoughtful, actionable deliverables.Knowledge of GAAP is preferred.
   
   You Will (Job Responsibilities):Manage accounting services for clients like assist in month-end close, including A/P, A/R, journal entries, account reconciliations and assisting in the preparation of financial statements.Work on engagement teams and support managers on small to mid-size private company management and compilation reports.Participate in multiple engagements and interact with client personnel throughout the implementation. Partner with senior consultants to assess client ERP implementation needs, assist in crafting innovative solutions that span different subject matter domains and implement these plans to exceed the client's expectations. Be a contributing member to the team, soaking up information and competently analyzing and prioritizing information to make appropriate recommendations and suggest solutions.Participate in special projects for our clients that provide further growth and learning experiences, as needed.
   LinkedIn Code: #LI-CJ1
   
   Wondering if you should apply?
   
   BPM is powered by knowledgeable, enthusiastic, and forward-thinking people committed to developing a culture of inclusion. We recognize, develop, and empower talent and encourage diversity of thought. Your point of view, skillset and experience will only make us stronger, so if you're eager to share new ideas and try new things, we want to hear from you.
   
   ***************
   
   BPM provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
   
   For positions based in San Francisco, consideration of qualified candidates with arrest and conviction records will be in a manner consistent with the San Francisco Fair Chance Ordinance.
   
   Please note - this posting is for prospective candidates only. Unsolicited third party resume submissions will be considered property of BPM and will not be acknowledged or returned.
   
   BPM COVID Vaccination Policy
   
   Effective July 1, 2021, only fully vaccinated employees will be permitted to enter our offices until further notice. Fully vaccinated means there has been a 2 full week period since the last vaccine. All employees must wear a mask until further notice.

   Copy this example

   

5. Post your job

   There are a few common ways to find senior advisories for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your senior advisory job on Zippia to find and recruit senior advisory candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting senior advisories requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new senior advisory

   Once you've found the senior advisory candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new senior advisory first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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