Finance role
Claims Adjuster (field and desk) Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire adjusters who already know the policy forms, software tools, and claim volume management your desk requires.
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.
- Field Adjuster
- Desk Adjuster
- Claims Examiner
- Claims Representative
- 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?
A claims department relies on the adjuster's ability to interpret policy language and set liability. Ask them which specific policy exclusions they use to deny a claim and how they document that decision for legal review. We test whether they apply these rules consistently or if their past work shows reliance on a supervisor for basic coverage determinations.
The hire must own their entire workflow, including file documentation and state compliance. A common failure is hiring someone who cannot independently use your required policy forms, leading to incomplete investigations. We verify they have completed their own files from first notice of loss to final payment rather than only assisting with administrative tasks. Ask for a specific example of a claim they resolved where they identified an error in the initial coverage determination.
We contact adjusters currently managing high claim volumes who may move if their current firm limits them to simple tasks or outdated software. How do you manage your daily workflow, and what specific steps do you take when you encounter claim complexity that exceeds your current software capabilities?
02
What do we check before you see anyone?
- 01We verify active state adjuster licenses for the exact jurisdictions you manage to avoid onboarding delays.
- 02We watch them create an estimate in your specific software, such as Xactimate, to confirm they know the shortcuts and functions.
- 03We ask them to describe a past case where they handled the specific line of business, like commercial property or general liability, to test their practical knowledge.
- 04We review their history with contested claims to see if they can explain how they defended their liability findings under audit or during litigation.
- 05We confirm they hold designations like AIC to verify they have studied industry standard adjusting practices.
- 06We ask them to role-play a call with an upset claimant. Observe their response to a specific policy denial to verify they relay information accurately without violating your brand standards.
03
Where do we find them?
We identify candidates within active insurance departments and third-party administrator firms. We look for adjusters currently managing high caseloads who are accustomed to strict daily deadlines and internal audit requirements.
We contact adjusters working in catastrophe response who handle massive volume spikes. These individuals often look for a change when they want to transition from travel-based temporary work to a permanent position with a single assigned portfolio.
To source effectively, we target adjusters at firms where the internal software is outdated or manual processes slow their daily output. These professionals often consider moving when they can no longer reach their daily claim resolution targets due to poor technology. We ask them to describe the specific manual workarounds they use to finish files in their current system. If they cannot identify a clear bottleneck or explain how they circumvent software limitations, they likely lack the depth to improve your current desk efficiency. This helps us find people who value their time and seek an environment that supports their actual output.
We also search for adjusters at regional carriers undergoing consolidation who fear their specific line of business will be outsourced. They consider leaving if their current employer stops investing in the niche product training they prioritize. When we speak to these candidates, we ask what specific coverage issues they encountered in their last three files and how they researched the applicable state statutes to reach a decision. If they answer with vague references to supervisor guidance rather than specific case law or policy sections, they are not suited for your portfolio. This shows you who truly manages their own liability findings independently.
04
Which hiring mistakes should you watch for?
- 01Hiring a candidate based on years in the industry while failing to test if they can actually operate your current software platform.
- 02Assuming a long tenure at one company equals technical depth, even if that firm only handled low-complexity claims that do not match your needs.
- 03Mistaking a file processor who handles data entry for a technical adjuster who performs independent investigations and coverage decisions.
05
The search in three steps
- 01We audit your current claims workflow to create a list of the specific software tools and policy forms your new hire will use every day.
- 02We contact active adjusters to ask how they handle your specific claim types and if they possess the technical depth to perform the work without training.
- 03We send you a summary of qualified candidates that explains their specific experience with your required tools so you can make a hiring decision.
How your Claims Adjuster (field and desk) 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 quickly can we view candidates?
We start contacting candidates as soon as we finish the requirements list. You see profiles as we qualify them rather than waiting for a specific date.
How do you determine if a candidate can handle our file volume?
We interview them about their current daily caseload and the specific software steps they use. This confirms they have the habit of processing files quickly enough for your needs.
Do you assist with navigating counteroffer conversations?
We manage the talk process from the start. We find out early if a person is actually ready to move or if they are only talking to use our offer to get a raise.
Can we keep this hiring effort private?
We follow your rules for confidentiality. We agree on what details we can disclose before we contact anyone in the market.
What are the payment terms for your search?
You pay only after you hire a candidate we send. We sign a written agreement before we start the search.
What is the fee for a Claims Adjuster (field and desk) 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 Adjuster (field and desk) 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 Claims Adjuster (field and desk) 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.
Keep reading
- Insurance Underwriting, Claims and Agency Operations
- Commercial Lines Underwriter
- Personal Lines Underwriter
- Underwriting Assistant
- Insurance CFO
- Insurance Controller
- Statutory Reporting Manager
- Surety Account Manager (agency bond desk)
- Senior Claims Adjuster
- Surety Underwriter (contract surety)
- Claims Examiner
Not ready to start a search?
Get a practical read on the talent market or the job description. No fee or obligation.
What does the published pay data show?
$78,000 national annual median. SOC 13-1031: Claims Adjusters, Examiners, and Investigators.
BLS reports Claims Adjuster (field and desk) 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