Role family
Bank Branch and Retail Banking Recruiters
Financial Headhunters: We find bankers who perform daily operational tasks while following security and compliance procedures.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
Executive-search discipline at every level, with conversations shaped around the work.
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.
Every title in this family
Bank Teller (including float and part-time)
Head Teller (Teller Supervisor)
Universal Banker
Personal Banker
Relationship Banker
Assistant Branch Manager (Branch Operations Manager)
Member Service Representative (credit union)
Contact Center Banker
Licensed Banker (investment-licensed, in branch)
Bilingual Bank Teller
Bilingual Universal Banker
Bilingual Personal Banker
01
What does this hire really come down to?
Bank Teller: You need someone who can accurately balance a cash drawer after a high-volume shift and apply CIP and KYC rules correctly. If a candidate cannot demonstrate fluency in your specific core system, they cause errors that require your direct oversight.
Bankers manage the overlap between transaction speed and compliance. They must execute Reg CC holds and BSA flags while opening accounts or taking loan applications. An employee who ignores these operational guardrails creates extra work that delays your team and complicates your audits.
Candidates seek new work when their branch changes shift patterns or ignores referral targets. They want an environment where management provides clear instruction on account documentation and cash procedures. We recruit bankers seeking to move from their current firm. What specific technical outputs or system workflows do they currently track, and do these match your branch's performance requirements?
02
What do we check before you see anyone?
- 01We verify current experience with Jack Henry, Fiserv, FIS or Symitar to confirm the candidate performs tasks in these systems without basic navigation training.
- 02We audit their record on CTR reports and structuring triggers because failure to document these items creates legal problems for your branch during state examinations.
- 03We check for actual examples of needs-based referrals where the candidate identifies a specific client requirement rather than forcing a standard product.
- 04We validate active NMLS registration for lending roles, as the inability to originate loans immediately results in lost consumer lending volume.
- 05We confirm their history of managing a cash drawer to identify if they maintain zero variance in their daily counts.
- 06We test their application of CIP requirements to verify they complete identity checks before performing a transaction.
03
Where do we find them?
We contact bankers currently working at regional financial institutions and local credit unions. These individuals understand how to manage audit procedures, branch security, and high-traffic lobbies. They consider a change when their current employer changes their workflow or removes necessary operational resources.
We also recruit from retail and hospitality settings where candidates manage cash, process payments, and address client disputes. We look for individuals ready to adapt to banking procedures and regulatory requirements. We focus on those who maintain the focus required for high-security environments.
To source qualified candidates, we target employees currently managing high-volume cash transactions at competitor branches within your specific geographic footprint. We prioritize individuals working in environments with frequent regulatory audits where they must balance daily currency counts against strict recordkeeping protocols. A candidate might consider moving if their current branch recently centralized decision-making, which removes their ability to resolve local client issues independently. We ask them, how do you handle a situation where a transaction request conflicts with your standard audit procedures? If they describe a process of escalating to a supervisor while informing the client of the specific regulation preventing the action, they possess the operational discipline needed to protect your branch from liability.
Beyond direct banking, we look at high-traffic retail roles that involve manual cash handling and strict identity verification requirements. The primary tradeoff for these individuals is moving from a high-speed service role into a structured environment that offers long-term regulatory growth. We determine their suitability by asking, what is your process for verifying identity documents during a busy period when the line is long? A strong candidate explains how they keep the client calm while strictly following the CIP steps without exception. If they prioritize speed over the security check, they lack the risk management focus required for your staff. We look for answers that detail how they hold their own performance to the required documentation standards regardless of daily volume.
04
Which hiring mistakes should you watch for?
- 01Managers choose candidates who speak well but fail to balance their own cash drawer, which causes daily operational deficits.
- 02Employers accept resumes with generic titles, failing to check if the candidate processed transactions or if they managed household lending files.
- 03Buyers create rigid job descriptions that demand ten years of experience, forcing out qualified candidates who are prepared to handle your daily tasks.
05
The search in three steps
- 01We map your local area to find branches with similar volume and operational demands so the candidate is ready for your workload.
- 02We contact candidates to test their knowledge of core systems and confirm why they want to change employers, filtering out those lacking operational experience.
- 03We present candidates who pass our screen on compliance and system use, allowing you to focus your interview on specific branch needs.
How your search runs
How does The Six-Step Search work?
Research, direct conversations and professional judgment, with follow-through through the offer.
Search Calibration
We establish what this person must own: reporting demands, systems responsibilities, team, decision authority and first-year needs. We ask what would make an otherwise good candidate wrong for this job.
You get: An agreed search brief and a clear basis for judging fit.
Market Mapping
We research relevant operating environments, not just matching titles. An owner-led business, a portfolio company and a regulated lender can need different experience from someone with the same job title.
You get: A reasoned research direction, with scope differences made explicit.
Professional Contact Intelligence
We research professional ways to contact the people identified. Finding a name is a starting point; it does not establish availability, interest or fit.
You get: A route to a professional conversation, not simply a candidate list.
Persistent Personalized Outreach
We contact people directly about the actual work and follow through on the conversation. We explain the remit and discuss whether a move could make sense. Not everyone will answer or want to move.
You get: A candid view of interest, objections and the tradeoffs in your opportunity.
Live Candidate Qualification
We discuss what each person actually owned, the complexity involved, their reasons for considering a move, compensation expectations and practical constraints. The questions fit the assignment, from a staff accounting seat to CFO.
You get: A candidate account of relevant ownership, with gaps left visible.
Candidate Intelligence and Process Support
Written recruiter context explains relevant experience, strengths and remaining questions. After introduction, we gather feedback, resolve questions, discuss changed requirements and support interviews and offer decisions. You retain the hiring decision and technical assessment.
You get: Continuity through the offer, rather than a handoff that ends at an introduction.
Questions people ask
What is the typical speed to source branch staff?
We set the timeline based on your specific system and compliance requirements. We begin outreach after finalizing your search profile and provide updates as bankers respond.
How do you determine if a banker fits our specific culture?
We ask about their performance during previous operational audits and how they handle client service dilemmas. We look for bankers who maintain compliance discipline while keeping a steady work pace.
What is the plan if the candidate receives an internal promotion elsewhere?
We discuss compensation and long-term goals early to identify if a candidate is looking for a role change. If a person wants a new environment for reasons beyond just salary, they are less likely to accept a counteroffer.
Can you reach out to candidates without mentioning our branch?
We perform all outreach confidentially. We define your privacy requirements before we contact any potential candidates, keeping your search private until the interview stage.
How are fees structured for branch personnel?
We operate on a permanent contingency basis. There are no upfront costs and you only pay our firm when you hire a candidate we introduce under our agreement.
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 about counteroffers on a finance hire?
We ask every finance 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 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.