Industry
Finance recruiting for insurance carriers.
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: We find finance leaders who manage statutory reporting and risk-weighted capital within your specific carrier structure.
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?
Insurance carrier finance requires more than standard accounting skills. Your new leader must command statutory principles alongside GAAP reporting to prevent errors that force teams to reconcile data manually. We seek professionals who view insurance balance sheets as dynamic risk models. These leaders grasp how loss reserves impact capital adequacy and why every transaction must align with the actuarial engine to maintain accurate financial health.
Operational demands in this sector require a leader who balances reserve adequacy, reinsurance treaty accounting, and regulatory filings without overwhelming staff. Candidates must explain the policy lifecycle from inception to claims settlement by walking us through their cash flow reconciliations. We prioritize individuals who manage technical interfaces, asking them to describe how they integrated premium processing data into their last annual statutory audit.
Qualified finance experts move when their current firm becomes too manual or misaligned with its growth goals. These individuals prioritize building stable reporting environments that withstand audits and enable rapid capital decisions. We identify leaders who have successfully scaled carrier finance functions through intense period-end cycles without sacrificing compliance rigor. They seek roles where their knowledge of complex insurance financial instruments allows them to implement tangible system improvements rather than maintaining existing, inefficient processes.
02
What do we check before you see anyone?
- 01Technical proficiency in statutory reporting standards and state regulatory requirements specific to your business model is non-negotiable for anyone stepping into a senior carrier finance seat.
- 02Demonstrated capability in managing complex reinsurance accounting workflows and intricate premium cycle adjustments with high accuracy is essential for protecting the integrity of your core financial output.
- 03Prior experience navigating intense audit demands and coordinating external reporting timelines with internal actuarial and risk teams serves as a reliable indicator of their communication and organizational skills.
- 04Evidence of system-level oversight regarding how ledger data connects to claims administration and policy management software proves they understand the technical path of data through your organization.
- 05A history of maintaining precise control environments during periods of business growth or structural organizational change confirms their ability to sustain operational stability when under significant time pressure.
- 06Capacity to explain historical financial variances to non-finance leadership regarding risk and solvency metrics through a specific example of how they presented a loss ratio analysis to their previous board.
03
Where do we find them?
We source candidates directly from finance teams within established insurance carriers, mutual firms, and specialty underwriting entities where reporting complexity remains high. We avoid generalist accountants from unrelated sectors, prioritizing those with documented experience in loss reserves, investment portfolios, and state-level filings. These professionals are identified while managing daily accounting operations for firms with comparable business cycles and regulatory burdens, confirming they already possess an understanding of your specific domain requirements.
High-performing finance professionals change roles when they identify a lack of investment in modern reporting infrastructure. They move toward firms where their expertise in data integration and regulatory compliance is utilized to improve internal fiscal mechanics. We contact these passive candidates directly, highlighting your specific operating model and the genuine challenge of the finance transformation you need to execute. This approach connects with finance leaders who are currently productive but are ready to tackle a new set of technical or reporting obstacles.
04
Which hiring mistakes should you watch for?
- 01Hiring candidates who confuse brokerage commission flow management with carrier-side reserve accounting and capital requirements leads to massive errors in financial reporting and significant delays in month-end closes.
- 02Prioritizing general ledger expertise over the specific regulatory reporting knowledge essential for your unique state footprints often results in poor compliance and failed audits when the candidate cannot adapt.
- 03Failing to vet a candidate's actual hands-on experience with consolidation tools versus their ability to oversee outside consultants leaves firms with a leader who cannot troubleshoot their own internal reporting.
05
The search in three steps
- 01CalibrationWe define your exact reporting requirements and the specific technical stack required for success, avoiding the common mistake of generic title matching and focusing on operational utility instead.
- 02Direct OutreachWe engage experienced finance professionals within relevant insurance structures through private, direct contact, identifying specific performers who are not currently active on job boards.
- 03Rigorous VettingWe conduct deep technical interviews to verify candidate knowledge of statutory and GAAP requirements, asking them to solve a sample reconciliation before presenting a brief for your review.
06
Which related hiring decisions are worth comparing?
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Open
Related positions we recruit
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- Director of SEC Reporting
- SEC Reporting Manager
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- Director of Financial Reporting
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- Director of Technical Accounting
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- Accounting Policy Manager
- Director of Revenue Accounting
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- VP of Tax
- Tax Director
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- Senior Tax Analyst
- Tax Analyst
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- International Tax Manager
- 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
- Assistant Treasurer
- 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
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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
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- 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
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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
How much time should I set aside for the search before seeing candidates?
We prioritize accuracy over speed to verify every candidate is qualified for your carrier structure. You can expect initial profiles after we complete our market mapping and the technical assessment interview.
How do you verify candidates understand the operational impact of their finance work on our underwriting team?
We evaluate candidates based on their specific experience with your regulatory environment and reporting systems. We confirm they understand the operational impact of their finance work on your underwriting and risk teams.
Do you offer solutions if I need support during a busy season?
Our permanent search process is designed to find leaders who handle high-pressure reporting environments. If you require interim support for a busy season, we connect you with our partner firm for that specific need.
How is the privacy of our firm handled during outreach?
We conduct outreach discreetly to protect your firm’s reputation and the candidate’s current position. We share details only after we have confirmed a candidate’s interest and basic qualifications for your requirements.
What is the structure of your fees for this search?
Insurance carriers pay for verified results rather than search efforts. Our written agreement confirms you owe a fee only after you choose to hire one of our candidates.
How soon will I see a CFO 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 CFO hire?
We ask every CFO 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 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.