Role and industry
Commercial Lender, Community Bank Recruiters
Financial Headhunters: Hire commercial lenders by evaluating their specific loan production history, credit committee track record, and deposit gathering results in your market area.
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?
A community bank needs loan growth that its credit team can support, not a promise that another bank’s borrowers will follow a lender. We ask which relationships the person developed and which arrived through referrals inside their current bank. Then we discuss the credit decisions they owned and the deals they had to decline. Before you meet anyone, we compare that work with your lending policy and the customers you want to serve.
Value rests on the candidate's history of defending credit memos under questioning. You need a practitioner who speaks the specific language of your loan committee without needing management to resolve technical underwriting problems. They must understand the nuances of local collateral and the exact constraints of your balance sheet. A hire who cannot explain their own underwriting process will consistently burden your credit department with poorly structured loan files.
Finally, you are hiring someone to represent your bank in the community. They must possess the social network to attract new deposits and the maturity to handle troubled loans without damaging the bank. If they cannot operate within your regulatory framework and internal policy limits, their production is a liability. This role is a mix of sales, financial analysis, and loan servicing that determines the health of your commercial portfolio.
02
What do we check before you see anyone?
- 01We verify the actual portability of their loan book by looking at recent deposit gathering results and the conversion rate of local commercial prospects.
- 02We audit their history of credit memo construction to see if they independently structure C&I deals while meeting your internal risk and documentation standards.
- 03We ask how their specific loan decisions impact your quarterly call reports and capital ratios to see if they think like owners of your balance sheet.
- 04We assess their direct experience with your target asset classes to validate that their performance matches your bank's risk thresholds.
- 05We test their track record of defending loan committee presentations to find those who prepare mitigating arguments rather than waiting for others to solve problems.
- 06We investigate their ability to function in a lean environment where the lender is expected to originate, underwrite, and manage their own pipeline without marketing support.
03
Where do we find them?
We target lenders working at similarly sized institutions in adjacent trade areas. These individuals understand local economic pressures and have the experience required to step into your environment. We identify them through their presence in local business networks and their active management of commercial accounts that match your current needs.
Lenders change jobs when their current institution shifts its credit culture or reduces their ability to service local clients. We look for practitioners who feel restricted by unnecessary bureaucracy. These candidates want to make rapid credit decisions and will respond to an offer that grants them operational control and long-term stability.
04
Which hiring mistakes should you watch for?
- 01Assuming a lender from a massive global bank will adapt to the lean, hands-on requirements of a small community bank.
- 02Prioritizing a loud personality over a documented history of managing asset quality through different economic cycles.
- 03Hiring based on broad industry titles without confirming if the candidate has ever managed their own underwriting or committee defense independently.
05
The search in three steps
- 01First, we diagnose your current portfolio and credit committee culture to define the specific profile of the operator you need to prevent misaligned hires.
- 02Second, we contact active lenders in your market to vet their technical credit skills and deposit track record before sharing their credentials with you.
- 03Third, we move into interviews focused on their decision-making methodology and history of asset management to get answers on how they will build your local portfolio.
06
Which related hiring decisions are worth comparing?
How your Commercial Lender / Relationship Manager 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
What is the realistic timeframe for completing this lender search?
We move as fast as your interview process allows without setting artificial deadlines. We focus on finding the right fit for your bank rather than forcing a start date that leads to a bad hire.
How can I test their ability to defend credit memos during interviews?
We suggest you present a past credit memo and ask them to defend the structure. This shows if they understand the risk factors and can handle direct questions from your loan committee.
What is your advice for a candidate considering a counteroffer?
We manage this risk early by identifying the specific reasons they want to leave their current employer. If they are truly dissatisfied with the direction of their bank, a competitive package usually secures the hire.
How is the identity of our bank managed during the initial outreach?
We conduct all initial outreach with total discretion. We discuss your identity and the specific nature of the opening only when the timing is right for your internal goals.
Do I pay anything if no candidate results in a hire?
Your bank pays a placement fee only if you extend an offer to our candidate that they accept. We detail all terms in a clear written agreement before we begin the search.
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.
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.
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