Industry
Insurance carriers, MGAs and brokers Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Eliminate the gap between complex insurance financial reporting and your actual operational accounting capacity.
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?
Your finance lead in insurance must move beyond standard accounting. You need someone who understands the exact mechanics of premium flow, commission recognition and the rigid demands of statutory accounting. Generalists often miss the technical debt accumulated during rapid acquisition or the specific nuances of managing MGA profitability, leaving your executive team with inaccurate data during critical reporting periods.
Great candidates have often hit a wall in their current firm. They find themselves managing systems that no longer challenge their technical expertise or working under owners who undervalue the precision required for high-volume brokerage reconciliations. They move because they want ownership over the full cycle of financial operations rather than remaining a small gear in a massive, slow-moving corporate accounting department.
We focus on finding professionals who solve the same problems you encounter daily. The right hire balances day-to-day controller tasks with the strategic foresight necessary for institutional growth. We avoid resume fluff and prioritize candidates who have successfully built or maintained the internal controls that define your firm’s financial reputation and long-term operating viability under regulatory scrutiny.
02
What do we check before you see anyone?
- 01Actual proficiency in reconciling complex commission structures against carrier statements instead of merely managing bank feeds.
- 02Demonstrable experience managing statutory accounting alongside GAAP when the business model requires dual-ledger reporting.
- 03Specific history of managing audits with external partners to maintain control environments while scaling transaction volume.
- 04Hands-on technical familiarity with your current ERP and its ability to handle automated revenue recognition protocols.
- 05Direct evidence of navigating the financial pressures of integration after a recent acquisition or business expansion.
- 06Clear understanding of the difference between carrier-level solvency requirements and the cash-flow needs of brokerage operations.
03
Where do we find them?
We source candidates from environments where technical precision is the standard, not an aspiration. We target finance teams in mid-sized insurance firms, independent agencies and niche carriers where lean departments force individuals to own the end-to-end ledger. These professionals are frequently blocked by rigid hierarchies or outdated systems in their current roles, making them open to a move where they can apply their experience to improve operational efficiency.
We reach out directly to these high-performing individuals who are not browsing job boards. They are busy securing your competitors' ledgers and only entertain conversations that offer meaningful professional growth and the chance to solve harder financial problems. Our strategy relies on identifying their specific work output rather than relying on common industry titles that often obscure a candidate’s actual functional level of responsibility.
04
Which hiring mistakes should you watch for?
- 01Hiring candidates who delegate all technical accounting tasks to outside consultants rather than maintaining deep internal oversight.
- 02Overvaluing experience at massive insurance conglomerates which often leaves candidates unable to function in agile environments.
- 03Ignoring the specific technical requirements for LDTI or NAIC statements while focusing too much on years of general experience.
05
The search in three steps
- 01We define your precise technical and reporting environment to target candidates who reconcile ledger data in your specific carrier-based software architecture.
- 02We directly engage passive professionals currently performing equivalent tasks to confirm their interest and technical fit before you talk.
- 03We present qualified, vetted candidates who are ready to handle your specific reporting cycle and audit demands starting on day one.
06
Which related hiring decisions are worth comparing?
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Related positions we recruit
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- Director of SEC Reporting
- SEC Reporting Manager
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- Accounting Policy Manager
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- Treasurer
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- Treasury Analyst
- Cash Manager
- Treasury Operations Manager
- Treasury Risk (FX and Hedging) Manager
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- Treasury Systems (TMS) Manager
- Chief Audit Executive
- VP Internal Audit
- Director of Internal Audit
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- Senior Internal Auditor
- Internal Auditor
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- 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)
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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
How long does the search process usually take?
We do not offer generic timelines, as every search depends on the specific technical profile required. We prioritize quality over speed, but we aim to provide an initial shortlist shortly after we finalize the search parameters and begin direct outreach.
How do you vet candidate proficiency in statutory reporting and internal controls?
We focus on the specific work a candidate has performed. We ask about their experience with statutory reporting, complex commission reconciliations and internal control systems to confirm they can handle your workload without requiring extensive training.
How do you manage the risk of a candidate staying with their current firm due to a counteroffer?
We prepare candidates for this possibility throughout the search. By focusing on their personal reasons for moving, such as lack of challenge or limited growth, we help them stay committed to your opportunity rather than staying in their current role.
Can you keep our firm's name out of the market during this search?
We manage your identity throughout the early stages of the search, only revealing your firm's name once we have verified a candidate's interest and functional fit. We respect your need to conduct this search without market disruption.
What does your fee structure look like for this placement?
Our compensation is strictly tied to your decision to hire a specific candidate we present. You do not pay for the search process itself, only for the actual successful placement of a new finance professional.
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.