Finance role
Claims Examiner Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Recruiting an examiner who interprets policy language and manages settlement files
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 role hinges on the ability to interpret coverage intent against the reality of a loss event. You need someone who distinguishes between a valid claim and a coverage exclusion without needing constant oversight. Who approves the adjustment when a claim exceeds current settlement authority?
The work involves heavy technical scrutiny of policy language, specifically line expertise in GL, property, or auto. They must draft formal denial or acceptance letters that stand up to regulatory scrutiny. Expect them to prioritize inventory based on reserve exposure rather than claim volume.
We ask candidates these questions: How do you handle a claim where the insured failed to report a condition change? Describe your process for challenging a medical provider invoice that lacks supporting documentation. What is your strategy for closing aged files without compromising the total indemnity payout?
Define the desk scope before we look. Ask how they decide when to use outside counsel versus internal dispute resolution. If they cannot explain their logic for defense strategies, they will fail on complex files. Use a sanitized file from your inventory to test them. Give them the loss report and adjuster notes. Ask them to dictate their next three steps and cite the specific policy sections. If they move to reserves before validating coverage, they are moving too fast. Ask them to walk you through a denial letter they drafted. Check if they use template language or explain facts tied to the policy language. A weak candidate uses generic terms, while a strong one shows the link between policy conditions and coverage. Check if they prioritize files based on total indemnity exposure or simply clear easy cases. This shows if they protect the bottom line. Ask what evidence they need for a high-value claim and what they do when it is missing. You want someone who demands verifiable facts. If they cannot explain the difference between first and third party losses, they lack the needed expertise. Test their software skills by asking how they organize notes for discovery requests. A candidate who cannot explain their audit trail process is a risk. Check if they know regulatory requirements for your primary states, as ignorance leads to compliance failures.
02
What do we check before you see anyone?
We verify state adjuster licensure status against current regulatory requirements. We confirm specific line of business exposure such as property, auto, or workers comp. We test their application of policy forms during the initial interview. We probe their experience with specific claims software. We ask for concrete examples of files they handled from inception to closing. We validate their history of interaction with legal counsel for complex litigation files.
Before you view any profiles, we perform a scope conversation to map the exact dollar threshold of your indemnity reserves against the candidate history. We identify if the role requires handling litigation defense or early intervention. We ask how they manage the handoff between independent adjusters and internal legal teams to verify they maintain control over case costs. We probe how they identify subrogation potential on files that appear stagnant. We look for the trade-off between speed and accuracy. If they prioritize clearing files quickly to lower claim counts, they often miss subrogation or overpay on reserves. We specifically ask how they determine if a file belongs in litigation or mediation. We require them to describe how they analyze a loss report to detect inconsistencies in the initial incident description. We verify their process for updating reserve amounts when new information arises during discovery. We check if they track legislative changes in their primary states to avoid coverage disputes. We look for a focus on cost-avoidance rather than just closing cases. If they cannot explain their logic for selecting an outside firm versus handling a dispute internally, they lack the needed depth for your desk.
03
Where do we find them?
We source from carrier claims departments and independent adjusting firms. We identify candidates looking for different case complexity or a change in line authority. They move when their current shop restricts their ability to manage full life cycle files or when they hit a ceiling on settlement authority levels.
04
Which hiring mistakes should you watch for?
- 01Hiring someone who focused solely on high-volume, low-complexity claims when you need someone for complex, litigated files.
- 02Overlooking the absence of specific state license requirements which creates immediate operational delays.
- 03Ignoring a candidate's lack of familiarity with current document management or claims processing systems.
05
The search in three steps
- 01Define the exact loss types and settlement authority thresholds for the desk.
- 02Filter candidates by license verification and specific policy form knowledge.
- 03Interview finalists using your most complex, closed case files as primary testing material.
How your Claims Examiner 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 is a fee due for finding someone to interpret coverage intent on loss event files?
No upfront fee. You pay only if you hire.
How do you set decision rights?
The examiner maintains authority to settle claims within defined reserve limits. They defer to supervisors only when exposures exceed these predefined financial thresholds.
Can you fill contract or temporary roles?
Yes, we handle contract and temp-to-perm engagements upon request. Terms are agreed to in writing for each specific assignment.
How do you assess candidates for remote roles?
We verify they have an appropriate home office environment and can demonstrate prior success working independently without direct physical supervision.
How soon will I see a Claims Examiner 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 Examiner hire?
We ask every Claims Examiner 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 Examiner 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.
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 Examiner 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