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Positions we recruit: Insurance Finance and Actuarial
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Financial Headhunters: Hiring strategy for insurance finance and actuarial teams
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
- 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
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
Team Structure and Scoping
Focus your headcount on specific reporting requirements rather than general accounting experience. You need people who understand the differences between STAT and GAAP. A controller needs deep knowledge of NAIC filings. An accountant focuses on premium and claims accounting. Do not expect a generalist to understand reinsurance treaty accounting without training. Senior roles should handle the AM Best rating process.
Choose levels based on independent production. A reporting manager must own the NAIC Annual and Quarterly Statements. An analyst should own pieces of Schedule F or P. If you expect the person to design accounting policy, hire at the manager level. If you need data entry and reconciliation of broker statements, hire an associate. Define the scope by the specific regulatory deadlines they must meet.
- 01Assign statutory filing responsibility to a dedicated reporting manager.
- 02Separate daily premium accounting from monthly reinsurance settlement tasks.
- 03Use actuarial analysts for data validation and reserving support only.
- 04Keep tax roles distinct from general ledger management.
02
Technical Assessment Approach
Ask direct questions about their hands-on work with NAIC filings. Do not accept vague answers about their experience with reporting software. Probe into the details of their previous statutory closes. Ask how they handle specific issues with SSAPs. Look for candidates who have managed the reconciliation process between ceded and assumed treaties. You need evidence they can handle the complexity of Schedule F.
Test for their understanding of LDTI reporting if they are in the GAAP track. Listen for mentions of specific adjustments or system integrations. If they cannot explain the data flow from premium administration to the general ledger, they are likely not ready for a manager role. Ask for a breakdown of their involvement in the AM Best rating process.
- 01Can you walk me through the specific steps taken for a NAIC Quarterly Statement filing?
- 02What is your process for reconciling ceded treaty accounting with broker reports?
- 03Describe a time you identified a discrepancy in Schedule P data.
- 04How do you manage the difference between STAT and GAAP treatment for a specific insurance product?
03
Common Hiring Mistakes
The biggest mistake is assuming general accounting experience translates to insurance finance. STAT reporting has rules that do not exist in standard corporate accounting. Another error is neglecting the importance of reinsurance accounting skills. Many managers hire for current needs but ignore the need for technical growth in treaty accounting.
Do not over-index on software proficiency. The best candidates understand the accounting principles first. They can adapt to any system. Also, avoid creating roles that are too broad. A person cannot be a full-time reserving analyst and a full-time reinsurance accountant. You will lose the quality of output in both areas. Check if they have performed the actual filings or just assisted.
- 01Hiring general accountants for specialized statutory reporting roles.
- 02Ignoring the depth of reinsurance treaty knowledge required.
- 03Combining reserving and premium accounting into a single scope.
- 04Assuming software skills replace core insurance accounting knowledge.
04
Credentials Explained
Candidates may present various credentials. Understand the difference between an exam, a license, and a certification. An exam proves they sat for a test. A license usually comes from a state body and grants a right to practice, which is vital for certain tax or actuarial functions. A certification often comes from a private organization and signals commitment to a set of standards.
Credentials prove a requirement was met at a point in time. Verify status with the issuer. Ask the candidate to describe the certification content. Strong candidates explain the subject matter. 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.
- 01Exams demonstrate specific knowledge retention at a point in time.
- 02Licenses are state-issued and often required for high-level tax or legal compliance.
- 03Certifications are private standards and show industry-specific commitment.
- 04Verify all credentials directly with the issuing organization.
05
Making the Hire
When you decide to move, be clear about the immediate requirements. If you need someone for a peak filing season, define that as a contract requirement. If you need a permanent hire, focus on their long-term potential in your reporting structure. Candidates will move when they see a clear technical challenge.
Keep the process moving. These candidates are in high demand and have multiple options. Have your technical lead conduct the initial screen. Do not delay between the final interview and the offer. If you need to evaluate them on a temporary basis first, propose that clearly.
- 01Focus on technical tasks to attract high-quality finance talent.
- 02Be transparent about the complexity of the reporting cycle.
- 03Provide a clear timeline for the interview process.
- 04Confirm the reporting structure before making the offer.
13 positions in this family
- Insurance CFOThis operator views filing accuracy as the core engine output while calculating capital ratios for the board of directors.
- Insurance ControllerThis controller builds the link between the general ledger and insurance balance sheet rules to create exact state filings.
- Statutory Reporting ManagerThis manager directs the quarterly close process to reconcile balance sheet accounts and verify financial filings meet all regulatory format standards.
- Reinsurance Accounting ManagerThe manager verifies that entries meet statutory requirements by reconciling treaty terms against internal premium and claim record statements.
- Statutory AccountantResponsible for NAIC filings and statutory financial statement integrity.
- Insurance GAAP / LDTI Reporting ManagerDirecting complex insurance financial reporting and LDTI adoption requirements for a regulated carrier.
- Premium Accounting ManagerDirecting the end-to-end premium accounting lifecycle and reporting workflows.
- Claims Accounting ManagerDirecting complex insurance claims accounting processes and regulatory compliance reporting.
- Insurance FP&A ManagerLead insurance financial planning, forecasting, and reporting for underwriting performance and strategic capital allocation.
- Insurance Tax ManagerDirects all insurance tax compliance and planning while managing complex statutory reporting requirements.
- Reserving AnalystTechnical analyst managing insurance loss reserves and reporting requirements.
- Actuarial AnalystResponsible for calculating insurance reserves, modeling risk, and preparing regulatory filings.
- Senior Statutory AccountantLead statutory financial reporting, NAIC compliance, and reinsurance accounting for insurance operations.
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Questions people ask
How do I know if I need a permanent hire or a contractor?
If you have a recurring reporting need like the NAIC filing, hire a permanent employee. If you have a temporary spike in workload or a system implementation, use a contract resource.
Are insurance finance candidates hard to find?
Yes, they require specialized knowledge of statutory accounting. We source from insurance carriers, accounting firms, and reinsurance groups to find these specific skills.
What is the main difference between a reserving analyst and a statutory accountant?
The reserving analyst calculates and predicts future liabilities. The statutory accountant records and reports the financial results of the business to regulators.
How quickly can I get a candidate into an interview?
We identify qualified insurance finance and actuarial candidates promptly after defining the role and then wait for your interview schedule.