Job intelligence
Controller
AssetWatch
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The strongest upside: pay compares strongly with similar current roles. The main trade-off: location rules could change the fit.
Around the 86th percentile within 28 comparable USD salary observations.
Geographic eligibility is restricted to a country or region.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
- Pay compares strongly with similar current roles: The annualized midpoint is around the 86th percentile among 28 comparable USD salary observations.
Trade-offs to weigh
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Accountant
Veterans Health Administration · Location Negotiable After Selection
Why it is nearby: Same country · Recently posted
About 64% lower advertised midpoint
Different angle: Seniority is not explicit
Accountant
Bureau of Prisons/Federal Prison System · Tallahassee, Florida
Why it is nearby: Same country · Recently posted
About 74% lower advertised midpoint
Different angle: Seniority is not explicit
PRODUCTION CONTROLLER
Army National Guard Units · Camp Murray, Washington
Why it is nearby: Same country · Recently posted
About 73% lower advertised midpoint
Different angle: Seniority is not explicit
ACCOUNTANT
Commander, Navy Installations Command · Broadway Complex, San Diego, California
Why it is nearby: Same country · Recently posted
About 51% lower advertised midpoint
Different angle: Seniority is not explicit
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Finance & accounting roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (62) · EUR (6) · GBP (2) · PLN (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Shows the subset with enough stated evidence for a more informed first comparison.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 942 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 36% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is limited in the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What health coverage is included and what costs remain with the employee?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Accountants and Auditors 13-2011.00
- Bookkeeping, Accounting, and Auditing Clerks 43-3031.00
- Billing and Posting Clerks 43-3021.00
- Budget Analysts 13-2031.00
- Treasurers and Controllers 11-3031.01
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
accountant
Usually essential in this ESCO occupation
- attach accounting certificates to accounting transactions
- bookkeeping regulations
- financial statements
- identify accounting errors
- accounting department processes
- check accounting records
- interpret financial statements
Context-dependent ESCO skills
- manage corporate bank accounts
- keep track of expenses
- film production process
- financial forecasting
- exert expenditure control
O*NET · U.S. occupation
Accountants and Auditors
O*NET occupation skills
- Reading Comprehension
- Active Listening
- Complex Problem Solving
- Critical Thinking
- Judgment and Decision Making
- Writing
- Mathematics
- Speaking
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Supervisory Trial Attorney (Unit Chief SMP, HSU or FSP)
Offices, Boards and Divisions · Washington, District of Columbia
same stated country · same seniority bandCommercial Operations Manager
Wipfli · Remote — Worldwide
same employment type · similar work-arrangement evidenceSenior Claim Representative / Claim Counsel
Davies North America · Remote — Worldwide
same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Leadership. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Senior Accountant
Serve Robotics · USA
Same country · Similar work arrangement · Same employment type Advertised midpoint is about 58% lowerProgram Financial Analyst
Curtiss-Wright Corporation · Remote — Worldwide
Similar work arrangement · Same employment type · Recently posted Advertised midpoint is about 52% lowerThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
GAAP is one of the signals this listing shares with skills appearing often across current Finance & accounting roles opportunities.
Skills named in this listing
Shared with the current career sample
- GAAP Seen in 21 sampled listings
- IFRS Seen in 13 sampled listings
Combinations also appearing together
- GAAP + IFRS appeared together in 3 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used GAAP and IFRS rather than relying on a keyword-only claim.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Operations & program roles and Legal & compliance roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 97 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
GAAP
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
IFRS
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
A closer look at Controller at AssetWatch points most strongly to the advertised pay can be placed in context, the location rules are clear enough to judge, and the application route gives a few useful clues. Those signals shape the practical upside and the questions still worth asking.
The advertised pay can be placed in context
Among 28 current comparable salaries in USD, the normalized annual midpoint is around the 86th percentile. This compares advertised pay in the same currency and does not include every element of total compensation.
The location rules are clear enough to judge
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 62/100. One practical limit to notice is geographic eligibility is restricted to a country or region..
The application route gives a few useful clues
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.
How this analysis is assembled
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
Analysis evidence coverage
How much analysis can the current evidence support?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The source posting date is today.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- Advertised pay is above much of the current comparable disclosed-salary sample.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Strong pay with stated barriers to weigh
Pay compares strongly, but qualification or location constraints are also visible. Higher pay does not erase those practical requirements.
Comparable disclosed-pay evidence places this job at about 86 / 100 within its current occupation/seniority sample.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The annualized salary midpoint is at or above about 86% of the current comparable disclosed-salary sample.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
Its annualized salary midpoint is at or above about 86% of the current comparable disclosed-salary sample.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The source posting date is today.
Compensation intelligence
How competitive is this pay?
Above-market pay in current sample
The annualized midpoint is above the 75th percentile boundary of the current comparable sample.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- This score reflects the current advertised-pay distribution for comparable active jobs in the same currency. It measures pay position, not overall job quality.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at AssetWatch
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
AssetWatch — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Customer success (1) · Finance Accounting (1) · Sales (1)
Visible seniority mix: Senior / lead (4) · Leadership (2)
Current employment-type mix: Full time (6)
Most visible hiring countries in this sample: United States (5) · Mexico (1)
Other current roles from this employer
Customer Support Representative
Canada, USA
Senior / lead · Region-restricted remoteAccounts Receivable & Collections Specialist
USA
Senior / lead · Region-restricted remoteBusiness Development Representative (SaaS)
USA
Senior / lead · Region-restricted remoteB2B Growth Marketing Manager – Industrial/SaaS
USA
Leadership · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 86,500 median · 5 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
VP, Global Controller
Dandy · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Director, Data Science & Engineering, Finance
Dropbox · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Senior Manager, Strategic Finance
Life360 · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
AssetWatch serves global manufacturers by powering manufacturing uptime through the delivery of an unparalleled condition monitoring experience, with a passion to care about the assets our customers care for every day. We are a devoted and capable team that includes world-renowned engineers and distinguished business leaders united by a common goal – To build the future of predictive maintenance. As we enter the next phase of rapid growth, we are seeking people to help lead the journey.
AssetWatch serves global manufacturers by powering manufacturing uptime through the delivery of an unparalleled condition monitoring experience, with a passion to care about the assets our customers care for every day. We are a devoted and capable team that includes world-renowned engineers and distinguished business leaders united by a common goal – To build the future of predictive maintenance. As we enter the next phase of rapid growth, we are seeking people to help lead the journey.
What's the Opportunity
The Controller is a key member of AssetWatch's senior leadership team, responsible for owning and scaling the company's full accounting function during a period of rapid growth. This role goes beyond day-to-day financial management – you will serve as a strategic partner to the CFO and executive leadership, bringing rigor, foresight, and operational excellence to every financial decision. The ideal candidate has deep experience in high-growth SaaS or HaaS environments and is ready to build and lead a best-in-class accounting organization with global reach.
This role is located in the United States (remote-first).
What You'll Own
Accounting Management
- Champion a culture of continuous improvement and foster innovation in processes and technologies across the accounting function.
- Ensure accurate and timely financial reporting in accordance with GAAP and applicable international standards; manage the full annual financial audit process end-to-end.
- Design, implement, and maintain a robust internal controls framework to safeguard company assets and support audit readiness at all times.
- Own and enforce revenue recognition policies in full compliance with ASC 606, with a deep understanding of SaaS/HaaS contract structures.
- Oversee accounting operations across multiple legal entities, ensuring intercompany transactions, eliminations, and consolidations are executed accurately and on time.
Financial & Operational Leadership
- Serve as a senior strategic partner to the CFO and executive team, translating financial data into actionable business insights.
- Oversee financial strategies that support the company's growth trajectory, profitability objectives, and capital efficiency across domestic and international markets.
- Drive cross-functional financial decision-making and scenario planning in support of board-level reporting and investor relations.
- Lead asset and inventory control initiatives to improve accuracy and reduce carrying costs as the business scales globally.
International Finance & Multi-Entity Management
- Manage the accounting and consolidation of multiple legal entities across international jurisdictions, including subsidiaries and operating entities in Canada and any future markets.
- Build scalable international accounting infrastructure to support entry into new markets as AssetWatch expands its global footprint.
- Develop and oversee multi-currency accounting operations, establish and maintain foreign exchange policies, manage currency translation and transaction exposure, and ensure accurate FX reporting in consolidated financials.
- Oversee the design of cross-border intercompany pricing and transfer pricing documentation.
- Partner with legal and outside advisors to ensure statutory filings, local GAAP compliance, and regulatory reporting requirements are met in each jurisdiction.
Treasury & Cash Management
- Develop and execute strategies for balance sheet optimization and cash flow forecasting to support operational and growth needs.
- Monitor and manage payables and receivables cycles, ensuring efficient working capital utilization.
- Oversee multi-currency cash positioning and hedging strategies; manage relationships with banking partners across geographies to optimize liquidity and minimize FX risk.
Technology & Systems Leadership
- Lead evaluation, selection, and implementation of scalable accounting systems and ERP solutions appropriate for a high-growth, multi-entity, multi-currency technology company.
- Partner with Finance, Operations, Sales, and IT to ensure seamless integration of financial systems across the business, including international subsidiaries.
Tax Planning & Compliance
- Oversee all aspects of tax planning and compliance across federal, state, and local jurisdictions in the United States.
- Manage international tax compliance obligations, including Canadian federal and provincial filings, VAT/GST in applicable jurisdictions, and transfer pricing documentation.
- Proactively identify opportunities for global tax optimization and implement strategies that minimize the company's tax exposure as the business grows and expands geographically.
- Coordinate with external advisors and local tax counsel to ensure compliance with evolving international tax regulations.
Risk Management
- Develop and operationalize comprehensive risk management strategies to identify, assess, and mitigate financial and operational risks, including foreign currency, geopolitical, and cross-border regulatory risks.
- Implement and continuously refine fraud detection and prevention controls; conduct regular fraud risk assessments.
Strategic Planning & Execution
- Contribute meaningfully to the company's overall strategic plan, representing finance and accounting as a business enabler.
- Collaborate with operations, sales, and executive stakeholders to develop integrated financial plans that support efficient and scalable growth across all markets.
- Drive financial integration workstreams to ensure entities, both domestic and international, are brought into compliance with AssetWatch's reporting standards quickly.
Qualifications
- Bachelor's degree in Finance, Accounting, or related field; CPA required.
- 12+ years of progressive accounting and financial management experience, with significant tenure in technology, software, SaaS, and/or HaaS companies.
- Demonstrated track record of leading accounting functions in high-growth, venture- or PE-backed environments.
- Deep expertise in revenue recognition standards (ASC 606) in a subscription or usage-based business model.
- Proven experience managing multi-entity consolidations and multi-currency accounting operations.
- Working knowledge of international tax compliance, transfer pricing principles, and VAT/GST obligations in at least one non-US jurisdiction.
- Proven experience selecting, implementing, and integrating ERP and accounting systems at scale, with preference for systems supporting multi-entity, multi-currency environments.
- Exceptional leadership skills with the ability to build, develop, and retain high-performing accounting teams across geographies.
- Outstanding interpersonal and communication skills – able to distill complex financial information for executive, board, and cross-functional audiences.
Preferred Qualifications
- Experience at a Big 4 or large regional public accounting firm.
- Prior experience as Controller or VP of Accounting in a SaaS company that has scaled through a Series B financing and/or beyond.
- Familiarity with hardware-as-a-service or IoT business models.
- Experience supporting board reporting and investor relations alongside a CFO.
- Experience managing or establishing international subsidiaries, including Canadian operations.
- Exposure to IFRS and the ability to navigate differences between US GAAP and local accounting standards in international markets.
#LI-REMOTE
The base salary range for this full-time position is posted below, plus equity and benefits. Variable pay, bonuses, and other cash compensation will be discussed throughout the interview process.
The salary range was determined by role, level, and location. Individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range applicable to your location during the hiring process.
AssetWatch Salary Range (US)
$220,000—$260,000 USD
What We Offer:
AssetWatch is a remote-first company that puts people at the center of everything we do. We want our team members to thrive - that’s why we offer a range of benefits and perks designed to support your well-being, growth, and work-life balance.
- Competitive compensation package including stock options
- Flexible work schedule
- Comprehensive benefits including retirement plan match
- Opportunity to make a real impact every day
- Work with a dynamic and growing team
- Unlimited PTO
We have a distributed team that works remotely across locations in the United States and Ontario, Canada. Collaboration within core working hours is required.
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed very recently
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.