Role and industry
BSA/AML Analyst (Transaction Monitoring Analyst) Recruiters for Community and regional banks
Financial Headhunters: How to manage transaction alerts and write SAR narratives that satisfy examiner expectations.
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 954-280-9139.
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
01
What does this hire really come down to?
Does the analyst manage the daily flow of transaction alerts and case investigations? Can the analyst write technically accurate SAR narratives that satisfy examiners? The work requires specific knowledge of how community banks interface with core platforms and third-party monitoring tools.
Your new analyst performs the core technical work of alert review and CTR/SAR workflow management. They evaluate patterns in accounts to determine if activity is suspicious or if it fits known customer profiles. They maintain the documentation required for auditors to trace the decision process from the initial alert to the final closure.
Ask candidates how they differentiate between a false positive and a true alert during high volume periods. Ask them to explain a specific SAR they wrote that required complex research beyond standard tool outputs. Ask which specific regulatory rules like Reg E or Reg D have impacted their previous transaction investigation workflows most significantly.
Ask candidates to describe the specific data points they extract from the core system before an investigation. Good analysts list the exact tables or reports they pull to confirm activity. If they wait for someone else to provide data, they lack the independence required. Ask how they reconcile discrepancies between core data and monitoring tool outputs. A strong answer explains how they verify the audit trail across systems. When discussing responsibilities, clarify if they spend more time on alert screening or deeper research into suspicious activity. An analyst who prefers screening might be too slow for high-risk investigations. Use these questions to find someone who manages the queue without supervision. Determine if they know how to document their methodology clearly enough that an auditor would follow their logic. If they struggle to explain their search process, they will struggle to defend their decisions when regulators examine the case files.
02
What do we check before you see anyone?
We verify their direct experience with specific monitoring tools like Verafin, Abrigo BAM+, or Actimize. A candidate who only knows one system must prove they grasp the underlying logic. We check their history of managing SAR deadlines to confirm they hit regulatory timeframes.
We check how they access core bank systems to pull raw data independently. We review their experience applying CDD and EDD rules including beneficial ownership verification. We verify their hands-on work with OFAC and sanctions screening requirements.
We assess their ability to perform open-source research and link analysis for complex fraud cases. We check if they hold certifications like CAMS or CAFP and verify if those credentials remain current. We confirm they have worked in community or regional banking environments rather than high-volume retail environments with different risk tolerances.
Before you review any applicant we conduct a direct responsibilities conversation to define if you need an analyst who prioritizes rapid volume processing or detailed deep-dive investigation. We demand specific evidence of how they manage conflicting case priorities when alert queues spike unexpectedly. We explore the hiring tradeoff between hiring for specialized system knowledge versus broad regulatory understanding to avoid mismatched expectations. We verify if they pull their own data from core platforms rather than waiting for report generation from others. This validates their ability to act as a standalone contributor immediately upon starting.
03
Where do we find them?
We source from other community banks, regional bank operations hubs, and credit unions. We look for analysts currently working in transaction monitoring or fraud departments who want a more focused responsibilities of work. Candidates move when their current bank uses manual processes that block their career growth or when they seek exposure to different software stacks like Abrigo or Verafin. We also target those at firms undergoing core system conversions who have gained deep data extraction skills during the transition.
04
Which hiring mistakes should you watch for?
- 01Hiring a candidate who only knows how to clear alerts but lacks the ability to write a defensible narrative for regulators.
- 02Prioritizing a high number of years in banking over actual experience with specific BSA/AML monitoring software or core systems.
- 03Ignoring the difference between someone who performs basic CIP data entry and someone who has performed full-scale EDD investigations on high-risk business customers.
05
The search in three steps
- 01We filter active BSA analysts from similar community and regional banks based on their specific tool experience.
- 02We interview them on their process for managing SAR workflows and their technical proficiency with your core system.
- 03We present the shortlisted individuals who meet your technical requirements for your review and interview.
06
Which related hiring decisions are worth comparing?
How your BSA/AML Analyst (Transaction Monitoring Analyst) search runs
From the opening to the start
Tell us who you need
Tell us about the job, your team and the experience you need.
We find and contact people
We research suitable people and speak with them about the job and their interest.
You meet the strongest candidates
We introduce candidates with relevant experience and explain why each could fit.
We help you complete the hire
We help with interview feedback, the offer and arrangements for the start.
Questions people ask
Are fees owed before you find someone to write my bank transaction SAR narratives?
No upfront fee. You pay only if you hire.
What is the difference between this role and a BSA Manager?
An analyst focuses on the tactical execution of alert review and investigation. A manager holds responsibility for overall departmental strategy and reporting to the Board.
How do you verify if they can use our specific software?
We ask specific questions about the workflow logic and data fields within the software you use. We confirm their past usage duration and the depth of their administrative tasks.
Will they have authority on filing a SAR?
Usually, analysts prepare the recommendation and the narrative. The BSA Officer or Deputy BSA Officer typically maintains the final decision authority to file.
Can you find candidates who are already local?
Yes, we focus our search on candidates within the geographic footprint of your branch locations. We prioritize those who understand the specific regional risks your bank faces.
When will we meet candidates?
Timing depends on the requirements, location and pay. We discuss the likely obstacles after learning about the job and keep you informed as the search progresses.
How do you handle counteroffers?
We discuss why candidates want to move and what might make them stay. If a counteroffer comes up, we help both sides work through the decision without making promises for either party.
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.
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.
Related reading
- Hiring a Bank Operations, Payments and Financial Crimes Compliance team
- Positions we recruit in this family
- Credentials and licenses: what they prove
- How long a search takes and why
- Interview questions for BSA/AML Analyst (Transaction Monitoring Analyst)
- Hiring for a BSA alert backlog without confusing review and investigation
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