Finance role
Claims Accounting Manager Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Verify if your candidate understands the movement of money from initial notice to settlement or needs constant supervision.
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
01
What does this hire really come down to?
This manager owns the accuracy of claims reserves and financial reporting. You need someone who understands the movement of money from initial notice to ultimate settlement. The role requires handling reconciliations between claims data and general ledger entries.
How do they align claims department inputs with finance team requirements? We prioritize candidates who can manage Schedule P reporting and monitor loss development patterns. You need someone who notices if reserve levels appear inconsistent with historical claims experience.
Ask them how they handled a major discrepancy between system data and actuarial projections. Listen for how they manage the handoff between claims adjusters and accountants. Inquire about their process for validating data integrity before submitting final regulatory reports.
Define the job scope before we start. Ask the candidate to describe a time they located a systematic error in claims data and how they corrected the accounting entry. Determine if this person performs daily reconciliations or focuses on high-level regulatory filings. If they improve the link between adjusters and accounting, ask how they explain insurance data to non-accounting staff. Watch for candidates who cannot explain the effect of reinsurance recovery on loss reserves. We need someone who keeps data integrity as a priority. Avoid candidates who rely on external help for NAIC statements. Ask them to explain how they audit data transition from the claims system to the ledger during a monthly close. If they cannot explain their reserve analysis logic, they will struggle. Determine if they managed staff who perform data entry or if they work alone. Ask what tools they use to pull large datasets for Schedule P reports. Verify their ability to handle ceded reinsurance premiums without Excel workarounds. Ask what they do when actuarial IBNR projections differ from the ledger. Listen for a process involving communication with the actuarial team to reconcile the gap. If they force adjustments to match the system, they lack the correct technical detail. Inquire about their experience with statutory accounting for state regulators. Ask how they keep processes compliant during changes in accounting rules. Look for a logical, step-by-step methodology rather than summaries. If they managed a team, ask exactly how they review subordinate work to find entry errors. We want someone who owns the connection between claims processing and the balance sheet.
02
What do we check before you see anyone?
We verify current technical expertise and operational history.
NAIC statement and SSAP experience. (2) Schedule P and general ledger reconciliation. (3) Handling of ceded and assumed reinsurance. (4) Insurance month-end close experience. (5) Discrepancy resolution between claims systems and ledgers. (6) Impact of loss development on financial outcomes.
Before you meet a single candidate, we sit down with your finance leadership to map the exact transaction flow from your policy administration system to the general ledger. This conversation establishes whether you need a hands-on manager who builds automated file feeds for reserve updates or a supervisor who spends time auditing sub-ledger batches for manual entry errors. We then present candidates with specific technical questions centered on the mechanics of their past close cycles. We ask them to detail how they reconcile premium and loss data when system exports show mismatched totals between the two sides of a journal entry. This phase identifies if a person tries to force numbers to balance or digs into the original claim records to find the missing policy identifier. We also vet for a specific hiring tradeoff between breadth and depth. You must decide if you prefer a manager who understands the actuarial assumptions behind IBNR calculations or one who possesses deep proficiency in building statutory reports for state regulators. A candidate who manages complex Schedule P reports often spends less time on general ledger cleanup. We confirm which volume of data they actually handled versus what they simply supervised so you do not hire someone who delegates work they cannot personally perform.
03
Where do we find them?
We target individuals currently in mid-to-large scale insurance companies or reinsurance firms. Candidates usually move when their current firm migrates systems or undergoes a major restructuring that freezes career growth. We also look for those moving from regional to national carriers for broader exposure to complex claims books.
04
Which hiring mistakes should you watch for?
- 01Do not hire general accountants who lack direct work history with STAT and NAIC reporting.
- 02Overlooking the need for reinsurance knowledge in claims reporting workflows.
- 03Ignoring the lack of interaction between the candidate and actuarial functions in their history.
05
The search in three steps
- 01We conduct initial phone screens against your specific technical requirements.
- 02We present qualified candidates for your review with detailed summaries.
- 03We manage interview scheduling and feedback flow until an offer is made.
How your Claims Accounting Manager 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
When do I pay for the search to find an expert for reconciling complex claims reserves?
No upfront fee. You pay only if you hire.
Are you providing contract or permanent workers?
Permanent contingency is the default arrangement. We can handle defined contract or temp-to-perm needs if you request them.
How do you distinguish between managers and staff level claims roles?
The manager role carries full decision rights over accounting processes and reporting sign-offs. Staff roles focus on executing the reconciliations under the guidance of the manager.
Do you handle interim executive claims needs?
No, interim or fractional executive needs are directed to our dedicated interim executive practice. We focus this search strictly on managerial level accounting roles.
What is the fee for a Claims Accounting Manager 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 Claims Accounting Manager 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 Claims Accounting Manager hire?
We ask every Claims Accounting Manager 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 Claims Accounting Manager 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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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.
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What does the published pay data show?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports Claims Accounting Manager within a broader occupation. It does not publish separate wages for this exact title, credentials, seniority or industry. Compare the listed SOC duties with your actual role before using this range.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025. Released 2026-05-15. This is not a separately measured salary for this exact title.
Read the full salary guide