Community and regional banks Recruiters

How long did your last search take?

How much did the empty seat cost while you waited?

Every week a finance seat stays empty costs you in overtime, late closes and work that waits. We go straight to people already doing the job.

Start a Search Work out what the vacancy costs you

01

What does this hire really come down to?

Your next hire must translate complex regulatory demands into day-to-day balance sheet stability. You need an operator who treats audit trails and call reports as objective requirements rather than bureaucratic hurdles. They should possess the technical fluency to handle asset liability management and interest rate risk while keeping pace with local boards.

Great bank talent moves because they seek a more stable institutional footprint or a clearer line to strategic decision-making. They often leave environments where their accounting ability is stifled by layers of management or where the firm lacks the specific appetite for local market growth. They look for banks that value precision over scale.

You need a hire who tracks risk through general ledger reconciliations and examiner meeting logs. Ask the candidate to walk through how they corrected a specific balance sheet exception or maintained liquidity levels during a rate hike. If they cannot report on these mechanics, they will not match your current oversight requirements.

02

What do we check before you see anyone?

01We confirm their past work with FDIC, OCC, or state-level examinations. We ask them to describe how they gathered requested documentation for a specific regulator finding during their last exam.
02We confirm their technical proficiency with your specific ERP systems and the internal controls required to manage month-end close cycles in a complex depository institution.
03We review their history of preparing ALCO packets and liquidity reports. We ask them to detail a time they adjusted cash flow projections to accommodate the specific deposit volatility of a smaller regional bank.
04We assess their ability to interact directly with external auditors and board members, looking for the professional presence needed to communicate complex financial data effectively.
05We pressure-test their knowledge of CECL implementation and current accounting standards to guarantee they are not just current but actively managing your compliance risk profile.
06We audit their prior employment history to verify they operated under similar fiscal constraints and internal audit reporting lines as your firm. We ask them to describe the specific board reports they drafted for these constraints.

03

Where do we find them?

We source from high-performing credit unions and peer-level regional banks that utilize similar regulatory frameworks. We target finance professionals currently buried in mid-market audit departments who want to apply their technical skills to a more nimble, growing institution where their work directly influences the outcome of bank exams.

These individuals are often overlooked by larger firms because they are specialists rather than generalists. We find them by mapping active finance departments that face the same interest rate and liquidity pressures as your firm, seeking people who want more ownership over the reporting process and a direct path to executive leadership.

04

Which hiring mistakes should you watch for?

01Hiring candidates based on a impressive title from a non-depository firm that lacks the specific risk management and regulatory rigor found in your environment.
02Overlooking the candidate's inability to explain the mechanics of a balance sheet, which creates a significant gap in their capacity to manage liquidity and risk.
03Failing to vet the candidate's past interaction with examiners, which prevents you from knowing if they are truly prepared to own the compliance reporting process.

05

The search in three steps

01First, we define the exact scope of the fiscal oversight needed, focusing on your specific reporting cadences and internal audit requirements rather than generic experience.
02Second, we conduct targeted headhunting within similar banking institutions to identify high-performing operators who understand the technical demands of your regulatory climate.
03Third, we present a short list of candidates who are ready to execute the specific internal controls and regulatory reporting standards you require immediately upon hiring.

06

Which related hiring decisions are worth comparing?

In this family

Related positions we recruit

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.

Start a Search

Questions people ask

What is the realistic expected wait for a candidate shortlist?

We prioritize quality over speed. You should expect an initial list within a few weeks, depending on the current market activity and the specific requirements of your search.

How do you verify a candidate possesses the technical depth required for banking compliance?

We evaluate candidates on their ability to manage complex reporting environments. If they lack the specific accounting experience for a banking firm, we do not present them.

What is your process for coaching a candidate through resignation?

We prepare candidates for the departure process well before an offer is made. We address motivations early to confirm the individual has committed to your specific move.

Will our bank name remain private during your outreach?

We operate every search under strict confidentiality. We define a data release schedule with you before we reach out to any candidate to keep your firm name private until the interview stage.

How do you define invoice timing for branch leadership placements?

Commit your bank's resources only when you secure the right person. Fees apply solely upon your decision to hire a presented candidate.

What is the fee for a finance search?

No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.

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.

Community and regional banks Recruiters

Send Us Your Open Role

What does this hire really come down to?

What do we check before you see anyone?

Where do we find them?

Which hiring mistakes should you watch for?

The search in three steps

Which related hiring decisions are worth comparing?

Related positions we recruit

How does The Six-Step Search work?

Search Calibration

Market Mapping

Professional Contact Intelligence

Persistent Personalized Outreach

Live Candidate Qualification

Candidate Intelligence and Process Support

Questions people ask

Tell us about the seat.

Send Us Your Open Role

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