Role and industry
BSA/AML Analyst, Fintech or Sponsor Bank Program Recruiters
Financial Headhunters: Hire a BSA/AML analyst capable of managing high-volume transaction alerts and meeting specific bank audit standards.
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
01
What does this hire really come down to?
Your main hurdle is keeping up with payment volume while satisfying sponsor bank oversight. You need an analyst who turns regulatory demands into daily tasks, keeping your program clear of scrutiny. We find people who move away from the slow, manual processes of old-school banks to the high-speed logic needed in your stack.
You need someone who knows your exact software, like Actimize or Verafin, rather than someone who tracks suspicious activity in spreadsheets. They must determine the risk level of a payment and build a paper trail for examiners without someone checking their every move. A good analyst reduces noise in your system by spotting actual bad actors instead of flagging every single transaction.
We prioritize analysts who know how to set and adjust threshold triggers. A bad hire clears alerts as fast as possible to meet a quota without checking if the rules are actually working. A good hire explains why a system is flagging specific data and identifies gaps in your current rules. They must be able to draft a SAR while knowing exactly how that filing impacts your sponsor bank relationship.
02
What do we check before you see anyone?
- 01Direct experience with your transaction monitoring software to minimize the time spent teaching them how to use the dashboard.
- 02A history of filing SARs under the specific review conditions required by external banking partners.
- 03Evidence that they can identify real money laundering while distinguishing between high-risk customers and standard high-volume users.
- 04Experience answering direct questions from bank compliance officers during an audit or follow-up request.
- 05Adherence to documentation standards that pass federal scrutiny during a formal exam.
- 06Ability to maintain security protocols and communicate effectively while working in a remote or distributed team structure.
03
Where do we find them?
We track analysts at payment processors, digital banks, and compliance firms who face the same alert volumes and audit risks as your team. We focus on people who have passed sponsor bank reviews because they know how to defend a decision under pressure. These people are currently busy managing risk and are not browsing job boards.
Many of these specialists move jobs when their current firm stops upgrading their tools or ignores their suggestions for improving detection logic. They seek environments where they have more say over the investigation workflow. We tell them about your current stack, your specific alert volume, and the complexity of your risk management so they can see how their technical skills translate.
When we screen these individuals, we ask them to explain a recent case where they had to defend a SAR filing to a third-party auditor. An answer that focuses on the specifics of the risk trigger and the clarity of their documentation shows they can handle the intensity of your current regulatory requirements. We also ask them what specific parts of their current monitoring software they find inefficient and what they would change to reduce false positives. A strong answer identifies exactly where the software creates friction in their daily workflow and suggests a practical fix. This indicates they possess the depth required for your specific stack. We compare their responses against your current workflow gaps to confirm they can deliver the relief you need to maintain clean compliance records while keeping up with payment volume.
04
Which hiring mistakes should you watch for?
- 01Hiring someone from retail banking who lacks experience with the high-speed digital payment flows and automated triggers used in your system.
- 02Focusing on resume certifications rather than testing their ability to handle a live queue under an audit deadline.
- 03Believing a generalist or internal promotion can manage sponsor bank relationships without having seen that level of regulatory intensity before.
05
The search in three steps
- 01We analyze your software and your sponsor bank agreements to find people who have worked with identical risk triggers.
- 02We reach out to employed analysts to test their logic on your specific alert types.
- 03We organize interviews where your team tests how they resolve an alert and build the audit trail for a SAR.
06
Which related hiring decisions are worth comparing?
How your BSA/AML Analyst (Transaction Monitoring Analyst) 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
How quickly can we see vetted candidates for this analyst role?
We show you people who match your specific compliance profile. You will see the first set of vetted candidates within two weeks.
How do you test for investigative rigor rather than just checking a resume?
We test them against your real workflows and software. We look for technical logic rather than relying on their job titles.
How do you manage a counteroffer to verify the candidate remains committed to our offer? What steps do you take to confirm they resign from their current role?
We talk about their reasons for leaving early in the process. We advise you on how to structure the final offer to secure their commitment.
Can you assure me that our fintech company's name won't be leaked?
We keep your search private until a candidate is fully vetted and expresses interest. We do not name your company until the conversation reaches the right stage.
Is your service fee paid upfront or only upon a successful hire?
You pay only if you hire. You only pay the fee once you hire a candidate we provide.
How soon will I see a BSA/AML Analyst (Transaction Monitoring Analyst) 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 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 BSA/AML Analyst (Transaction Monitoring Analyst) job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
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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.
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