Hiring situation
After an exam finding: staffing a BSA/AML alert backlog, lookback or remediation project
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: You can restore your regulatory standing by adding investigators who clear alert backlogs while writing documentation that survives an audit.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
- Controller
- CFO
- VP Finance
- FP&A Director
- Accounting Manager
- Director of Accounting
- Assistant Controller
- Tax Director
- Treasury Manager
- Internal Audit Director
- Senior Accountant
- Financial Analyst
- Head of Financial Reporting
- Commercial Lender
- Chief Credit Officer
- Business Systems Finance Lead
- No upfront fee
- Pay only if you hire
- Accounting, finance, banking and insurance
- We reach people who aren’t on job boards
- Replacement terms on standard searches
01
What does this hire really come down to?
You need to resolve a backlog of alerts to stop further regulatory scrutiny. A productive investigator distinguishes between legitimate customer activity and money laundering indicators within your monitoring system immediately upon starting.
Success requires investigators who treat every alert as a document for an audit. They must report specific behaviors in SAR filings that meet regulatory narrative requirements while processing a high volume of alerts.
You need analysts who recognize risk typologies rather than those who simply close cases. We select analysts who have completed major lookback projects and documented their decisions in a way that provides a defensible trail for auditors.
02
Where do we find them?
We recruit investigators from regional financial institutions currently under consent orders or active audit pressure. These individuals work where audit rigor is the only standard and manual data collection is constant.
We identify these investigators by discussing the specific data tools they use and the flaws in their current case management workflow. We find them when their current firm prioritizes speed over documentation quality or ignores their recommendations for process improvements.
To find investigators who will stay, look within departments currently facing rigid production quotas where volume requirements prevent thorough investigation. The tradeoff involves moving these professionals from a high-speed, low-depth environment into your firm where quality and audit-readiness take precedence. To determine if your firm offers this specific improvement, ask a candidate to describe their current process for documenting an alert and why they felt restricted by their previous firm. If a candidate explains they currently sacrifice detail to meet hourly alert targets, they are searching for an environment that values their ability to write comprehensive findings. We prioritize those who describe the tension between their personal documentation standards and the specific metrics enforced by their current management. If their answer reveals a desire to spend more time on complex SAR narratives than they currently do, your firm represents a viable move that provides the consistent quality output they seek.
We source from teams where case management software requires manual entry, creating audit trail gaps. To verify if a candidate matches your process, ask them to identify the most redundant step in their daily workflow and how they circumvent system limitations to complete a task. If they describe manual data entry or cross-referencing to solve investigative errors, they possess the required persistence. We look for individuals who describe the specific system changes needed to improve audit trail accuracy.
- 01They face heavy alert volumes that lead to fatigue and look for roles where they can focus on detailed analysis.
- 02Leadership changes at their current firm create doubt about the future of their compliance program.
- 03They finish a long remediation project and look for a new role that offers a different type of investigative challenge.
03
The search in three steps
We define the specific regulatory pressure your firm faces and the platform-specific skills needed to address your unique backlog.
We approach passive candidates currently performing remediation work and ask them to explain the logic behind their recent findings.
We send you candidates who can describe their specific lookback history and provide proof that their documentation meets strict auditing standards.
Avoid candidates who view remediation as data entry because they will miss subtle money laundering patterns. Do not hire someone who cannot explain the risk rules behind their previous filings. Reject investigators who lack documentation detail in their past work as this will fail your next audit.
04
Which related hiring decisions are worth comparing?
How your search runs
How does The Six-Step Search work?
One sequence, from a well-defined seat to a shortlist you can judge.
Search Calibration
We start with a call about the seat, the books, the owners and the people the hire will work with. We learn what the role must fix in the first year and what would make a candidate wrong even if the resume looks right.
You get: A written search brief: scope, must-haves, deal-breakers and the pay range, agreed with you.
Market Mapping
We map the companies and institutions where the right people already work: similar size, similar ownership, similar complexity, in your market and in others.
You get: The target list of companies and institutions we will search, reviewed with you before outreach.
Professional Contact Intelligence
We find direct ways to reach the people on the map. Most are employed and not reading job boards, so reaching them takes real research.
You get: Direct routes to people who are not on job boards, researched for your search.
Persistent Personalized Outreach
We call and write to people individually and follow up. Interest varies, so we discuss the actual opportunity rather than promising a particular response.
You get: One-to-one conversations about your actual role, followed up, never a mass email blast.
Live Candidate Qualification
We speak with every candidate before you do. We check scope, systems, reporting lines, compensation expectations, location and why they would move.
You get: Only candidates we have spoken with, checked on scope, systems, pay, location and motive.
Candidate Intelligence and Process Support
You receive a short written brief on each finalist covering what they have done, where they are thin and what they want. Then we help with interviews, references and the offer.
You get: A short written brief on each finalist, plus help with interviews, references, counteroffer risk and the offer.
Questions people ask
When will we see the first batch of qualified profiles?
We evaluate candidates against your specific backlog criteria before presenting them to you. We provide a date for the first set of profiles once we confirm our initial outreach results match your needs.
How can we be certain these hires will match our audit-intensive culture?
We test how candidates handle audit-heavy environments during our screening process. We confirm their output and accuracy history align with your specific documentation requirements before you conduct an interview.
What if our ideal candidate is still finishing a prior remediation project?
We identify the candidate's current project end dates during our initial conversation. We present options that fit your project timeline while respecting their current commitment to their existing employer.
How do you mask our company details during your initial outreach?
We keep your company name confidential during the first round of candidate contact. We establish the level of information to disclose based on your specific requirements before we approach anyone.
Under what conditions do we pay your placement fee?
You pay a recruitment fee only after a candidate accepts your offer and starts the role. The specific terms of this payment are detailed in our signed contract.
How soon will I see a finance shortlist?
It depends on the seat, the location and the pay. We give you an honest read after the calibration call and we do not promise dates we cannot control.
What about counteroffers on a finance hire?
We ask every finance candidate early why they would move and what their employer might do to keep them. Counteroffer risk goes in the written brief before you make an offer.
What is your guarantee?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What don't you do?
We do not post your finance job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
Start a search
Tell us about the seat.
No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
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