You'll Get To:Phased Operational Oversight & Close Management:
- Transition Period: Directly manage and optimize the General Ledger and Accounts Payable teams. Direct the global month-end, quarter-end, and year-end financial close processes, ensuring absolute integrity, accuracy, and adherence to strict timelines.
- Future Scope: Progressively assume control of the Financial Reporting and Payroll teams over the 18-month succession timeline. (Note: Revenue, billing, commissions, and accounts receivable operate under a separate reporting structure).
- Strategic Leadership & Succession: Partner intimately with the current VP, Corporate Controller to ensure a seamless transfer of duties and institutional knowledge. Actively take on primary ownership of designated global accounting functions to ensure full readiness to step into the VP, Corporate Controller role within 18 months.
- Automation, AI, and Process Optimization: Champion a culture of continuous improvement. Lead initiatives to leverage automation, machine learning, and AI-driven solutions to enhance accuracy, reduce manual effort, and accelerate the close process. Develop and execute a concrete strategy to increase AI fluency and technical capabilities across the accounting organization.
- Audit, Compliance & Internal Controls: Maintain and strengthen the internal control environment for all managed functions to safeguard company assets. Guarantee continuous compliance with US GAAP, SEC regulations, SOX 404 requirements, and all internal BlackLine corporate policies. Serve as the primary point of contact for internal and external auditors during quarterly reviews and annual audits.
- Team Development & Management: Direct, mentor, and elevate the performance of the accounting operations team. Actively assess team capabilities, address skill gaps, and implement targeted development plans to build a highly skilled, AI-fluent team ready for scale.
- Cross-Functional Partnership: Collaborate effectively with FP&A, Tax, Legal, and the broader revenue organization to support strategic company initiatives, M&A integrations, and new system implementations
What You'll Bring:- Education & Certification: Bachelor's degree in Accounting or Finance is required. An active CPA license is mandatory.
- Experience: 10-15 years of progressive accounting experience in a global environment, with at least 4+ years in a senior leadership capacity (Director or Senior Director level). Prior experience as an Assistant Controller or highly experienced Director of Accounting in a publicly traded SaaS or technology company is strongly preferred. Experience with a "Big 4" public accounting firm is highly desirable.
- Leadership Track Record: Demonstrated ability to lead, mentor, and develop high-performing teams. Proven experience in assessing talent and managing team members to improve performance and operational readiness.
- Technical Expertise: Deep, expert-level knowledge of US GAAP, SEC reporting requirements, and SOX 404 compliance. Hands-on experience managing complex consolidations and multi-currency environments.
- Operational & Technological Excellence: A proven track record of identifying inefficiencies and implementing technology, automation, or AI-driven solutions to achieve scale. Experience with modern financial systems (e.g., NetSuite, BlackLine) is expected.
- Communication Skills: Executive-level written and verbal communication skills with a demonstrated ability to distill complex financial and technical concepts for executive leadership, the Board of Directors, and cross-functional stakeholders.
Salary Range:$224,000.00-$280,000.00
Pay Transparency Statement:Placement within this range depends upon several factors, including the applicant's prior relevant job experience, skill set, and geographic location.
In addition to base pay, BlackLine also offers short-term and long-term incentive programs, based on eligibility, along with a robust offering of benefit and wellness plans.
We are committed to pay transparency and ensuring candidates have clear information about compensation expectations. For roles that include variable incentive components such as an Incentive Compensation Plan (ICP) or On-Target Earnings (OTE), the compensation structure may follow a split model - for example, a 50/50, 70/30, or 60/40 ratio between base salary and variable incentive.
