About the role We are partnering with a high-growth, private-equity-backed manufacturer (~$400M revenue, 4 plants across the U.S.) to recruit a Chief Financial Officer who will serve as the strategic financial partner to the CEO and Board. This is a hands-on, build-and-scale role for a CFO who thrives in operationally complex, growth-focused environments. What you'll own • Lead all finance functions: FP&A, accounting, treasury, tax, internal audit, and investor reporting. • Partner with the CEO and Board on long-range strategy, capital allocation, and value-creation planning. • Drive M&A strategy end-to-end: target identification, diligence, deal modeling, negotiation, and post-close integration. • Own monthly close, KPI reporting, and Board materials; raise the bar on data quality and forecasting accuracy. • Build and develop a high-performing finance team; coach finance business partners embedded in operations. • Lead lender, auditor, and investor relationships; manage debt covenants and capital structure decisions. • Implement scalable systems (ERP, BI, consolidations) to support continued growth and a future liquidity event. First 12 months — what success looks like • 13-week cash flow and rolling 18-month forecast operating with executive trust. • Plant-level P&Ls and unit economics visible monthly to operations leaders. • At least one bolt-on acquisition modeled, executed, or substantially advanced. • Clean year-end audit with no material findings; covenant compliance maintained. What we offer • Direct line to the CEO and Board, with meaningful equity in a value-creation story. • Full relocation support; hybrid schedule available out of the New York office. • Comprehensive benefits, executive long-term incentive plan, and performance bonus.

About the role Our client — a 500+ person, multi-state services organization in growth mode — is hiring a Vice President of Human Resources to architect and lead their people function. Reporting directly to the CEO and serving on the executive leadership team, you will be the senior-most HR voice in the business and a true strategic partner to leaders across the company. What you'll own • Define and execute the people strategy aligned to a 3-year growth plan. • Lead talent acquisition, total rewards, learning & development, employee relations, HR operations, and DEI. • Build leadership capability through coaching, succession planning, and a refreshed performance management approach. • Modernize HR technology (HRIS, ATS, performance, comp planning) and use data to drive decisions. • Own multi-state compliance (federal, state, local) including wage & hour, leave, and EEOC matters. • Partner with Finance on workforce planning, headcount strategy, and compensation philosophy. • Develop and mentor a team of HRBPs, recruiters, and HR Ops specialists. First 12 months — what success looks like • Refreshed total rewards philosophy and competitive compensation bands published. • Engagement survey launched with leader-by-leader action plans in motion. • Time-to-fill reduced and quality-of-hire metrics in place across critical roles. • Manager enablement program live for all people leaders. • HRIS / ATS landscape assessed with a clear modernization roadmap. What we offer • Seat at the executive table and direct influence on company strategy. • Fully remote within the U.S., with quarterly travel to HQ and key sites. • Competitive base, annual performance bonus, and long-term incentive participation. • Comprehensive medical, dental, vision, 401(k) match, and generous PTO.

About the role McKenny Group is hiring a Senior Recruiter – Light Industrial to own full-cycle recruiting for skilled trades, manufacturing, and operations roles across the Southeast. You will work directly with hiring managers at growing employers to deliver high-quality talent quickly, build robust candidate pipelines, and act as a trusted advisor on local market conditions. What you'll own • Run full-cycle recruiting (intake → sourcing → screening → offer → start) for 8–15 active reqs at a time. • Develop deep, ongoing pipelines for high-volume roles such as machine operators, maintenance techs, supervisors, warehouse leadership, and EHS. • Conduct hiring manager intakes and weekly pipeline reviews; advise on market data, comp, and realistic timelines. • Source proactively across LinkedIn Recruiter, job boards, employee referrals, trade schools, and community partners. • Maintain ATS hygiene and report on funnel metrics: pipeline health, submit-to-hire, time-to-fill, and quality of hire. • Represent McKenny Group with professionalism in the market — at job fairs, plant tours, and client visits. First 12 months — what success looks like • Consistently meeting or exceeding monthly placement targets. • Average time-to-fill reduced on core req types vs. baseline. • Two or more "go-to" pipelines built (e.g., maintenance techs, production supervisors) with warm candidates ready on demand. • Strong client NPS and repeat req flow from existing accounts. What we offer • Hybrid schedule out of our Atlanta office; flexible hours and autonomy. • Strong base + uncapped commission with realistic OTE based on existing demand. • Warm requisition flow from established clients — no cold business development required. • Mentorship from senior recruiters and a clear path to lead/principal recruiter.