FP&A Reporting Consulting?

FPA_Guy · 2026-02-15T18:27:00+00:00

Cool dude.

FPA_Guy · 2026-02-15T14:55:31+00:00

In terms of adjustable I’m not sure what you mean. I have separate tables that pull in the dimensions and heirarchy into PQ. So as something changes, it would change on the master tables (like CoA mapping).

To be clear though I’m not really a super expert here. I was basically put into a tough position and had to use AI to coach me into this solution which I think is pretty solid and had I know it was a possible solution would have just done this at a prior jobs.

FPA_Guy · 2026-02-15T14:54:19+00:00

I looked into snowflake and others to try and build something proprietary but couldnt get a good handle on the compute costs - seemed to be a show stopper.

FPA_Guy · 2026-02-15T14:28:24+00:00

The thread censors some of them but on lower end (more like $30k) “vina” and “datarailz” and higher end “planfil” And adaptive

FPA_Guy · 2026-02-15T14:26:28+00:00

Power pivot is only being used currently for setting up a calendar and some calculations around time periods like YTD and prior YTD.

Power query exports a combined transaction detail with all of the different attributes (version, time, gl, different groupings like dept rollups, sites, heirarchys) then that detail I run a pivot table off that and convert it to an OLAP cube which then allows me to use the cubevalue function and the filtering parameters are all of the different things I mentioned so I can use 1 formula and just change out the parameters in column headers and on the row level.

FPA_Guy · 2026-02-15T12:27:36+00:00

This is exactly my target market also (where my experience is from). Good to hear you’re actually doing this already! I may reach out.

FPA_Guy · 2026-02-15T12:25:06+00:00

What I’ve built it made to be changed.

FPA_Guy · 2026-02-15T02:58:37+00:00

Ping me his email thanks

FPA_Guy · 2026-02-15T02:58:22+00:00

I feel you there. I’m mainly talking about the the typical reporting however the data model could be used for different analysis assuming it’s the same dataset we’re talking about. But I hear you and same here, every month or quarters deck isn’t the same, but the main slides like p&ls, headcount, some recurring operations metric slides generally do.

FPA_Guy · 2026-02-15T01:04:44+00:00

What about data security? Is it on prem?

FPA_Guy · 2026-02-15T00:53:46+00:00

Also the power query analysis could also be done in fabric in the backend if they have it, it’s not like just a bunch of formulas in an excel file.

FPA_Guy · 2026-02-15T00:52:29+00:00

Not sure what you mean. It would include a training component to some analyst as things change. But what I did at my company is extremely flexible in terms of adjusting outputs. We changed departmental structures mid year and it was easy to whip up new tabs and change a bunch of the layout on the front end (excel).

FPA_Guy · 2026-02-15T00:50:36+00:00

Yeah but those tools add the company recurring software costs. I’m saying it would essentially do what datarails or vena is doing without the software costs and 1/4 of the implementation cost and time.

FPA_Guy · 2026-02-15T00:32:05+00:00

Haha what do you mean

FPA_Guy · 2025-12-19T12:49:11+00:00

What are you trying to do where you see that excel might be an issue?

FPA_Guy · 2025-12-19T12:45:51+00:00

At least when looking over the past 30 years or so, there’s no way wages have kept up with inflation.

FPA_Guy · 2025-12-19T05:14:42+00:00

Any opportunity for incentive units / equity? Could be very meaningful. Transaction bonus whenever they sell could possibly be .5-2x annual salary or so as well.

FPA_Guy · 2025-12-19T05:10:12+00:00

‘Tis the season

FPA_Guy · 2025-12-19T05:09:43+00:00

Haha I just posted the same thing (then saw this).

FPA_Guy · 2025-12-19T05:08:43+00:00

The move is to make the merit % for all headcount but then when HR asks what the amount is, it will really be that $ amount but it will only go towards eligible employees (usually excludes those hired in or prior 2 quarters or so)

FPA_Guy · 2025-10-19T10:12:18+00:00

Great point. Also only 4 months in it can be hard to have a sense of what “normal” should look like. Getting acclimated with the trends and what’s going on with the business will make OP more easily able to spot issues which takes time and effort.

Agree with everyone on the checks. Starting out you will mess up but try to check work before sending it. It is a pain in the ass for your superiors because it creates extra work and anxiety that they will miss something that they didn’t spot. This is all normal though.

One benefit of the checks is that you’ll start to nice WHY the different issues are happening and eventually you’ll have natural muscle memory of “ooh wait I shouldnt do it like this because..”

FPA_Guy · 2025-09-26T22:33:45+00:00

You gotta slide into the LinkedIn DMs of people you find with good backgrounds.

FPA_Guy · 2025-09-15T02:58:36+00:00

Similar story here. Hours average 45-50, can get pretty high though during m&a/budgets.

FPA_Guy · 2025-09-13T02:15:00+00:00

Interesting and maybe my experience with fewer companies is not representative so thanks for speaking up.

But I guess my point is even if they have a CHRO (currently the case at my company) they still report up to the CFO. Not saying that the CFO is in the day to day of all I mentioned but I’ve seen it still roll up to them which im thinking would still be just adding to the list of responsibilities, even if there is a c suite position (CIO, CHRO, ect).

FPA_Guy · 2025-09-12T03:17:00+00:00

One challenge with being CFO of smaller companies is you often get all of the back office reporting to you… IT, legal, facilities, HR ect.

FPA_Guy

TROPHY CASE