Industry
Finance recruiting for insurance brokerages.
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Building a finance team that reconciles complex commission flows while managing rapid agency acquisitions.
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
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.
01
What does this hire really come down to?
Brokerage finance requires granular control over commission cycles and producer compensation rather than standard corporate general ledger management. Your next hire must distinguish between cash flows from direct bill and agency bill arrangements while managing the reporting requirements of private equity backers. The fundamental problem is a lack of transparency in fragmented agency data which prevents timely financial insights for your leadership team.
The right professional acts as a bridge between accounting output and agency operations. They must understand the nuances of contingent commissions, profit-sharing agreements, and the technical mapping of acquired agency data into your central system. If the hire spends more time fixing legacy errors than providing actionable analysis, they fail the core objective of supporting your growth targets and daily commercial rhythm.
Good employed finance leaders move when their current platform stagnates or when they reach a ceiling in their ability to drive change. They look for environments where they can build process, integrate newly acquired entities, and partner with executive owners to refine financial strategy. We identify these individuals by mapping their success in similar high-transaction environments where accuracy and speed are absolute requirements for survival.
02
What do we check before you see anyone?
- 01We verify their specific experience with agency management systems by asking them to outline the exact steps they took to reconcile a suspense account without manual intervention.
- 02We audit their history of integrating financial data from diverse acquisitions, checking how they harmonized disparate charts of accounts and legacy accounting practices under pressure.
- 03We confirm their technical grasp of trust accounting requirements, verifying they understand the distinction between operational cash and fiduciary funds held on behalf of carriers.
- 04We examine their proficiency in managing producer commission calculations and ask them to describe how they handled a payout dispute involving split-commission tiers to prevent payroll errors.
- 05We assess their ability to communicate technical financial results to non-financial agency operators, testing their capacity to provide insights that drive better business decisions.
- 06We review their exposure to lender reporting and bank covenants and ask them to identify which specific financial ratios they updated to remain in compliance with debt structures.
03
Where do we find them?
We search within finance teams of private brokerages and advisory firms that follow aggressive growth paths through acquisition. We focus on professionals currently managing accounting cycles where the volume of transactions requires rigorous, automated workflows rather than manual intervention.
These individuals move because they want to own the financial strategy in a firm where they can see the direct impact of their process improvements. We approach those who have already navigated the complexity of agency roll-ups and are ready to apply those lessons to a larger or more demanding portfolio.
04
Which hiring mistakes should you watch for?
- 01Hiring candidates from large carriers who rely on standardized, static reporting and fail to adapt to the scrappy, high-speed reality of independent agency financial management.
- 02Prioritizing theoretical accounting knowledge over practical experience with messy, fragmented agency data that requires significant manual cleanup and system integration efforts.
- 03Assuming that a strong technical background in audit or statutory reporting automatically translates to the commercial partnership required for effective brokerage finance leadership.
05
The search in three steps
- 01We analyze your operating model to define the exact technical and reporting requirements, selecting candidates who previously managed similar commission volumes and acquisition ledgers.
- 02We execute direct outreach to high-performing finance professionals currently embedded in similar brokerage environments, focusing on those ready for their next leadership challenge.
- 03We conduct deep-dive interviews to qualify candidates against your specific financial pain points, asking them to explain how they cleared a multi-year backlog in your current software platform.
06
Which related hiring decisions are worth comparing?
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Open
Related positions we recruit
- VP SEC Reporting
- Director of SEC Reporting
- SEC Reporting Manager
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- Director of Financial Reporting
- Financial Reporting Manager
- Senior Financial Reporting Accountant
- Director of Technical Accounting
- Technical Accounting Manager
- Accounting Policy Manager
- Director of Revenue Accounting
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- VP of Tax
- Tax Director
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- Transfer Pricing Manager
- State and Local Tax (SALT) Manager
- Sales and Use (Indirect) Tax Manager
- Partnership Tax Manager
- Property Tax Manager
- Trusts and Estates (Private Client) Tax Manager
- Treasurer
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- Treasury Director
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- Senior Treasury Analyst
- Treasury Analyst
- Cash Manager
- Treasury Operations Manager
- Treasury Risk (FX and Hedging) Manager
- Capital Markets Director
- Treasury Systems (TMS) Manager
- Chief Audit Executive
- VP Internal Audit
- Director of Internal Audit
- Internal Audit Manager
- Senior Internal Auditor
- Internal Auditor
- IT Audit Manager
- Senior IT Auditor
- SOX Compliance Manager
- Internal Controls Manager
- Enterprise Risk Manager
- Financial Compliance Manager
- Insurance CFO
- Insurance Controller
- Statutory Reporting Manager
- Statutory Accountant
- Insurance GAAP / LDTI Reporting Manager
- Reinsurance Accounting Manager
- Premium Accounting Manager
- Claims Accounting Manager
- Insurance FP&A Manager
- Insurance Tax Manager
- Reserving Analyst
- Actuarial Analyst
- Commercial Lines Underwriter
- Personal Lines Underwriter
- Underwriting Assistant
- Surety Underwriter (contract surety)
- Surety Account Manager (agency bond desk)
- Claims Adjuster (field and desk)
- Claims Examiner
- Subrogation Specialist
- Premium Auditor
- Loss Control Consultant
- Commercial Lines Account Manager (agency)
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- Senior Treasury Manager
- Internal Audit Supervisor
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How your CFO 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 can we expect to review a shortlist of professionals?
We prioritize quality over speed to avoid wasting your time. We aim to present a shortlist of vetted, relevant professionals within a few weeks of beginning the search.
Why do you prefer candidates with specific brokerage experience over those from other sectors?
We focus on brokerage-specific experience because the commission and trust accounting models are distinct. Transferable experience is rare and requires a deep audit of their specific operational history.
How do you verify candidate commitment against potential counteroffers?
We manage the transition by verifying the candidate prioritizes the long-term firm structure over short-term compensation bumps. We maintain a dialogue to confirm their resignation timeline matches your start date requirements.
What steps are taken to keep our firm's identity private during outreach?
We conduct all outreach with full discretion to protect your firm. Your identity is only revealed to vetted candidates who demonstrate the necessary fit and interest for the role.
What is the fee policy for our search?
Insurance brokerages avoid upfront costs by using our performance-based model. You pay a fee solely upon the successful hiring of a candidate we introduce.
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 CFO 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.