Role family
Banking, Lending and Credit Unions Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: We find credit leaders and commercial producers who build your loan portfolio within defined risk limits.
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
Chief Lending Officer
Commercial Banking Market President
Commercial Banking Team Leader
Commercial Lender / Relationship Manager
Commercial Real Estate (CRE) Lender
Construction Lender
Middle Market Relationship Manager
Asset-Based Lending (ABL) Relationship Manager
SBA Lender / Business Development Officer
Business Banker
Agricultural Lender
Equipment Finance Business Development Officer
Chief Credit Officer
Senior Credit Officer
Director of Credit Administration
Credit Analyst
Senior Credit Analyst
Commercial Credit Underwriter
Loan Review Officer
Special Assets Officer
Commercial Portfolio Manager
Loan Operations Manager
Construction Loan Administrator
Treasury Management Officer
Director of Treasury Management
Bank President and CEO
Bank CFO
Credit Union CFO
Bank Controller
ALM / Bank Treasury Manager
Regulatory Reporting Manager
Allowance (ACL / CECL) Manager
Credit Union VP of Lending
Member Business Lending Manager
Consumer Lending Manager
Indirect Lending Manager
Branch Manager
Regional Retail Market Leader
BSA / AML Officer
Senior Commercial Lender
01
What does this hire really come down to?
A lending executive must convert a board-approved loan policy into daily loan decisions. Most candidates can process an application, but few can identify deteriorating asset quality when economic conditions shift. We find people who force a deal to fit a credit policy and who reject applications that do not meet your required debt service coverage ratios.
Your hire must perform global cash flow analysis by hand to verify that tax returns, K-1s, and business statements align. They must look past the summary in an automated software report to check for discrepancies. If a candidate cannot explain the specific reason they denied a policy exception or defended a credit to a loan committee, they will not hold the line on your asset quality.
Individuals leave when their current bank shifts its risk appetite to a level they find reckless. We search for people who manage portfolios of a similar size to yours. We identify those who are tired of fighting for credit decisions and want to apply their methodology to your bank.
02
What do we check before you see anyone?
- 01Ask how many loans they personally managed during the last three years and what percentage of those loans went into default or non-accrual status.
- 02Ask them to show the math behind their most recent global cash flow analysis. Watch if they rely on a prepared spreadsheet or if they can explain the actual liquidity of the borrower.
- 03Ask for a specific example of when they faced a regulatory exam regarding a CECL or NCUA audit finding. Determine if they addressed the root cause or if they just performed a temporary fix.
- 04Ask them to describe their method for training junior credit analysts to spot collateral risks. See if they focus on specific underwriting errors or general concepts.
- 05Ask them to perform a credit analysis using your specific core banking software to see if they can work without administrative support staff.
- 06Ask them to explain the most recent loan deal they rejected and how they defended that decision to the senior loan committee.
03
Where do we find them?
We source candidates from banks with assets within twenty percent of your institution to verify they know your specific regulatory and competitive environment. We look for producers currently working in regional banks or credit unions where they manage local commercial real estate or commercial and industrial portfolios. We exclude job seekers who are not currently employed in these specific roles.
Good candidates leave when their bank changes its lending strategy or when the internal board becomes too aggressive for their credit philosophy. We look for individuals who have local market connections but lack an outlet for their specific brand of credit discipline. We find those who are ready to move their portfolio experience to a bank where their approach to risk aligns with the board.
04
Which hiring mistakes should you watch for?
- 01Assuming that a lender who grew a massive portfolio at a regional bank can replicate that growth in a smaller community bank without the same support resources.
- 02Hiring a candidate who has significant experience in residential lending but who lacks the technical ability to underwrite complex commercial and industrial loan structures.
- 03Failing to ask a candidate to defend a specific, difficult credit decision during the interview process, which hides the fact that they often push deals through to avoid conflict.
05
The search in three steps
- 01Defining the profileWe identify the specific credit risk tolerance of your board and the exact types of loan structures your bank produces to target compatible candidates.
- 02Direct outreachWe contact employed lenders and credit managers who meet your criteria and confirm their current loan portfolio size and loss history.
- 03AssessmentWe interview every candidate to verify their ability to explain complex financial statements and defend their credit decisions in front of your committee.
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
How long should I expect to wait to see qualified credit candidates?
The timeline depends on how specific your requirements are regarding asset class and current regulatory challenges. We typically present candidates who have managed similar portfolios within three weeks of starting the search.
How do you verify a candidate is capable of presenting deals to our board?
We ask them to walk us through a recent credit memorandum they wrote for their own loan committee. This tells us if they can justify the risk profile and structure of a deal to board members who may be skeptical.
What should we do if a top candidate gets a counteroffer during negotiation?
We determine the candidate's core reason for leaving early in the process so they do not accept a temporary pay bump. If they want to leave because they dislike their current bank's risk culture, a counteroffer rarely addresses their true motivation.
Is it possible to conduct this search without publicizing our institution's name?
We contact candidates on your behalf and disclose your institution's name only after we confirm they have the exact credit experience you need. This keeps your search quiet and protects your current team's focus.
Are your fees contingent upon us successfully hiring a candidate?
Yes, we only invoice for our services after you hire a candidate we present. You pay nothing if you do not hire anyone from our search.
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.