Chief Financial Officer (CFO) – Mid-Tier Growth & Transition

Position Overview

The Chief Financial Officer (CFO) will serve as a strategic partner to the CEO and Board of Directors during a critical corporate evolution: graduating from the SBA 8(a) Business Development Program and transitioning into unrestricted, full-and-open competition. The CFO will lead the modernization of our financial infrastructure, build out mid-tier project controls, and design competitive indirect rate structures. This executive ensures the company maintains strict compliance with FAR/CAS standards while optimizing working capital to fund large-scale organic growth, joint ventures, or potential M&A activity.

Core Responsibilities

Strategic Growth & "Death Valley" Transition Management

• Full & Open Strategy: Partner with executive leadership to transition the corporate business model from protected small-business set-asides to unrestricted prime and sub-contracting environments.
• Mentor-Protégé & Joint Ventures: Oversee financial compliance, equity tracking, and rate allocations for SBA Mentor-Protégé Agreements and Joint Ventures (JVs) to preserve bridging revenues.
• Capital & Liquidity Scaling: Manage bank relationships to scale lines of credit and secure the working capital needed to support rapid payroll expansion on 300+ person contracts.
• M&A Readiness: Evaluate, structurally vet, and integrate targeted acquisitions or prepare the company for external mid-market private equity capitalization.

Mid-Tier Infrastructure & Systems Scaling

• ERP Modernization: Elevate small-business or basic legacy accounting tools to a fully optimized, enterprise-grade platform (e.g., maximizing Deltek / Costpoint or Unanet Enterprise functionality).
• Indirect Rate Engineering: Redesign the indirect cost structure (Fringe, Overhead, G&A, Material Handling) to reduce "wrap rates," ensuring maximum price competitiveness when bidding against Tier 1 and Tier 2 primes.
• Project Controls Enhancement: Build an advanced Project Controls function to implement Earned Value Management (EVM) and continuous Estimate-at-Completion (EAC) tracking for increasingly complex contract types.

Rigorous GovCon Compliance & Auditing

• Full CAS Compliance: Transition the organization’s accounting practices from modified to full Cost Accounting Standards (CAS) compliance as contract values cross large-business thresholds.
• DCAA/DCMA Audit Readiness: Maintain validated, audit-ready corporate systems (Accounting, Billing, Purchasing, EVMS). Serve as the principal face to the DCAA and DCMA.
• Revenue Recognition: Oversee complex compliance with ASC 606 across multiple contract types, including Cost-Plus (CPFF/CPAF), Time & Materials (T&M), and Firm-Fixed-Price (FFP) delivery models.

Required Qualifications

• Education: Bachelor’s degree in finance or accounting. Active CPA is strictly required to navigate sophisticated corporate restructuring.
• Direct Transition Experience: At least 10–15 years of GovCon corporate finance leadership, with specific, proven experience guiding a contractor through SBA 8(a) graduation or scaling from a small business designation to a mid-tier entity (from $30M+ to $100M+ in annual revenue).
• Systems Expertise: Expert knowledge of GovCon ERP architectures (specifically Deltek Costpoint or Unanet).
• Pricing Sophistication: Deep experience building complex pricing models for major federal procurement proposals, including price-to-win (PTW) modeling and commercialized rate structures.
• Clearance: Ability to hold a U.S. Secret or Top-Secret Security Clearance to evaluate classified project budgets.

Preferred Core Competencies

• The "Dual Mindset": The rare ability to shift effortlessly from high-level corporate strategy (board meetings, bank negotiations) down into the weeds of a DCAA audit or a proposal rate calculation.
• M&A Integration: Direct past experience acquiring or successfully integrating smaller subcontractors to accelerate full-and-open past performance capabilities.

The annual salary range for this position is $195,000–$205,000.

The listed salary range represents a general guideline; however, RiVidium Inc. considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate’s experience, education, skills, and current market conditions. At RiVidium Inc. it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case.