Industry
Wealth management, RIAs and trust companies Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Acquire high-performing wealth and trust talent capable of immediate asset stewardship and complex fiduciary execution without generic mass-market sourcing.
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 firm needs a professional who balances regulatory compliance with genuine client retention. Finding someone with the correct Series, CFP, or CTFA credential is the easy part. The real challenge is verifying if they can actually move a book of business or manage delicate trust account complexities under your specific operational model.
You are looking for a practitioner who treats fiduciary duty as their baseline for every conversation. We prioritize candidates who have successfully navigated transition hurdles, such as non-solicit agreements and specific client relationship handoffs. This work requires a person who understands how to maintain high-touch standards while simultaneously navigating the technical reporting requirements of your platform.
We assess candidates based on their real performance with similar client profiles, not just their current title or tenure. High-performing individuals move because they feel hampered by institutional limitations or desire a platform that better supports their specific service philosophy. Our focus remains on identifying these motivated experts who align with your specific growth or stewardship strategy.
02
What do we check before you see anyone?
- 01We obtain copies of current FINRA and state-level licenses to confirm the candidate is active for production. Ask the candidate for their CRD number to verify current status and clear history.
- 02We examine the scope of their existing non-solicit agreements to identify practical constraints on their ability to transition long-term client relationships to your platform.
- 03We conduct a deep forensic review of their historical asset growth metrics to distinguish genuine revenue generation from simple market-driven account appreciation over time.
- 04We evaluate their technical proficiency with trust accounting systems and portfolio management tools, testing their hands-on familiarity with your specific operational software stack.
- 05We assess their history with intergenerational wealth transfer and estate settlement. Ask the candidate how they manage conflict when heirs have different goals during a trust disbursement.
- 06We confirm their regulatory compliance record, filtering out those with material disciplinary actions that would compromise your firm reputation or client trust standards.
03
Where do we find them?
Our sourcing targets professionals within specialized regional independent firms, boutique trust offices, and bank wealth divisions. We look for individuals who demonstrate a consistent history of high-touch client management but feel restricted by their current organizational culture or bureaucratic friction. These people are not browsing standard public job boards.
We contact advisors and trust officers at firms focused on personalized service. They move when they identify a platform that provides better operational support for their approach to client acquisition and stewardship. We find these professionals by mapping the local market for individuals who demonstrate results in their specific niche.
04
Which hiring mistakes should you watch for?
- 01Over-prioritizing generic brand names on a resume while ignoring whether the candidate actually functioned as an individual contributor in their previous operational environment.
- 02Assuming that a CFA or CFP certification automatically translates into the ability to manage difficult client relationships or resolve complex fiduciary disputes effectively.
- 03Neglecting the impact of restrictive employment covenants until the final interview stage, which often results in stalled transitions or significant legal delays for the firm.
05
The search in three steps
- 01We start with a diagnostic conversation to understand your specific growth strategy, technical platform, and the regulatory profile of the role you need filled.
- 02We execute targeted outreach to identify high-performing professionals within peer-level firms who are ready to move for better operational alignment and client service support.
- 03We conduct rigorous vetting that focuses on their real-world experience, verifying their technical skills and professional history before you ever invest time in an interview.
06
Which related hiring decisions are worth comparing?
In this family
Head of Wealth Management
OpenFinancial Advisor / Wealth Advisor (experienced)
OpenPrivate Banker
OpenPrivate Client Relationship Manager
OpenPortfolio Manager (wealth)
OpenChief Investment Officer (RIA)
OpenRIA COO / CFO
OpenTrust Officer
OpenSenior Trust Officer
OpenTrust Administrator
OpenClient Service Associate (including Registered CSA)
OpenParaplanner
OpenAssociate Financial Advisor
OpenWealth Operations Associate
OpenPortfolio Administrator
OpenTrust Operations Specialist
OpenBroker-Dealer and RIA Compliance Analyst
OpenSenior Paraplanner
OpenSenior Trust Operations Specialist
OpenSenior Wealth Advisor
Open
Related positions we recruit
- Head of Wealth Management
- Financial Advisor / Wealth Advisor (experienced)
- Private Banker
- Private Client Relationship Manager
- Portfolio Manager (wealth)
- Chief Investment Officer (RIA)
- RIA COO / CFO
- Trust Officer
- Senior Trust Officer
- Trust Administrator
- Client Service Associate (including Registered CSA)
- Paraplanner
- Associate Financial Advisor
- Wealth Operations Associate
- Portfolio Administrator
- Trust Operations Specialist
- Broker-Dealer and RIA Compliance Analyst
- Senior Paraplanner
- Senior Trust Operations Specialist
- Senior Wealth Advisor
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
What is the typical timeline to start reviewing candidate profiles?
We prioritize quality over speed and do not offer arbitrary timelines. After we agree on the specific candidate profile, we begin direct outreach and typically present relevant individuals as they are qualified.
How do you help us identify candidates with actual trust accounting proficiency during interviews?
We expect you to conduct interviews that probe their practical experience, not just their history. We support this by providing the context and questions necessary to test their technical and relational fit.
How do you address a candidate's potential conflict when they receive a counteroffer?
We discuss counteroffer scenarios early with every candidate. We confirm their motivation for moving aligns with long-term objectives that their current firm cannot address. Ask them what specific professional outcome they seek that is not available in their current role.
Is our firm name protected during the initial outreach?
We manage the entire outreach process to keep your firm identity protected until a candidate is fully vetted and interested. We discuss disclosure timing with you before any contact occurs.
What are the terms regarding payment for these placements?
Avoid upfront hiring costs for Wealth Management, RIA, and Trust Company roles. You incur a professional fee only after choosing 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.
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 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.