Role family
Bank Operations, Payments and Financial Crimes Compliance Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire staff who apply regulatory rules to daily transactions rather than people who simply describe software functions during an interview.
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.
Every title in this family
Deposit Operations Specialist (Bank Operations Specialist)
Wire and ACH (Payments Operations) Specialist
Card Services and Disputes Specialist (Reg E)
Item Processing Specialist
Core Banking Systems Analyst
Treasury Management Implementation Specialist
BSA/AML Analyst (Transaction Monitoring Analyst)
AML Investigator (Financial Crimes Investigator)
KYC Analyst (CDD and EDD)
Sanctions (OFAC) Analyst
Fraud Analyst
Bank Compliance Analyst (including CRA and fair lending)
BSA Manager (Deputy BSA Officer)
Senior Deposit Operations Specialist
Senior BSA/AML Analyst
Lead AML Investigator
01
What does this hire really come down to?
Bank operations need people who distinguish between a normal transaction and a suspicious one. Ask them to walk you through a recent wire request they blocked. A good candidate explains how the customer profile did not match the activity and how they justified that decision under regulatory scrutiny.
Effective staff manage the balance between speed and compliance accuracy. Ask how they handle a Reg E dispute when a customer lacks documentation. Their answer shows whether they prioritize internal control frameworks or simply push volume to clear a queue.
A person moves to a new firm when their current employer ignores manual workarounds or forces them to bypass procedures to hit daily volume counts. They want to work where auditors actually check their logs and where management acts on the findings they report.
02
What do we check before you see anyone?
- 01Ask them to explain their daily workflow in Jack Henry, Fiserv, or FIS. A strong candidate details exactly which screens they use to clear alerts so you know they can start work without a manual.
- 02We ask how they handled a specific Reg CC, Reg E, or Reg D scenario in their last role. We want to hear the specific steps they took to stay within the law during a high-pressure week.
- 03We review their recent SAR narratives. We check if they wrote about specific patterns or if they just filled in a generic template that lacks the detail an auditor needs.
- 04We ask how they clear a backlog of high-volume alerts. We want to know how they maintain accuracy while managing a high count of daily transactions.
- 05We test their knowledge of CIP and beneficial ownership rules. We check if they know how to verify a customer who provides incomplete documentation at account opening.
- 06We ask what happens when an internal audit finds a mistake in their process. We need to know they can explain their reasoning and adapt their workflow to correct the error.
03
Where do we find them?
We look for candidates at regional banks and payment processors. We focus on people who spend their day investigating account activity. We source individuals currently responsible for monitoring account activity and reporting suspicious patterns. How do they document their research on these incidents to check compliance with specific regulations?
We find people in clerk or analyst roles who have more responsibility than their job title suggests. They change jobs when their current bank fails to modernize their compliance tools or ignores the risks they report. We talk to them about firms that use their investigative findings to update policy.
The primary tradeoff for these candidates is the move from a high-volume, repetitive environment to one where their investigative findings directly influence institutional risk settings. We ask them to identify the last time they disagreed with a supervisor regarding a SAR filing or a risk rating decision. We look for answers that cite specific regulatory guidance or transaction details that justified their stance against a common practice. We determine if your firm fits their goals by asking if they seek a role where their individual judgment is the final word on an alert. An answer that prioritizes personal accountability over team anonymity shows they are ready to handle the specific scrutiny present in your current compliance workflow.
04
Which hiring mistakes should you watch for?
- 01Hiring a person because they have a specific title but never asking them to defend a decision to an auditor or an internal review committee.
- 02Focusing on certifications while ignoring their real-world record of handling actual transaction disputes and documentation errors.
- 03Bringing in someone from a massive bank who cannot function in a smaller team where they must handle their own research and data entry.
05
The search in three steps
- 01We map your specific system stack and risk profile to candidates who have handled that exact volume and complexity.
- 02We interview candidates about how they solved a past audit observation and how they fixed the process that caused it.
- 03We show you only those who can explain the logic behind their operational decisions and demonstrate they fit your bank's current risk tolerance.
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 your expected timeline for finishing a search?
We do not offer a fixed date. We move as fast as the market provides qualified people who can do the work immediately.
How do you test if a candidate can handle our specific core systems?
We ask them to describe their exact system workflow for a wire transfer reconciliation. If they cannot explain the specific software navigation required to flag an exception, they do not meet the standard.
How do you handle candidates who are offered more money to stay at their current job?
We discuss their reasons for leaving early in the process. If a counteroffer happens, we review why they wanted to leave and if the new role still solves those problems.
Can we keep this hiring project private from the market?
Yes. We agree on a plan before contacting anyone so your internal team and market reputation stay protected.
What are the terms of payment for your recruiting work?
We only charge a fee if you hire a person we present. All terms are signed in a contract before we start any work.
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 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.