Finance role
Construction Lender Recruiters
Financial Headhunters: Hire a lender who audits project costs and forces developers to prove progress before releasing bank funds.
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.
- Construction Loan Officer
- C&D Lender
- 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 construction lender acts as the primary barrier between your capital and an active job site. You need a person who audits the physical status of a building against the dollar amounts requested in pay applications. This is not a role for someone focused on loan volume or client pleasantries, but for a person who verifies every dollar funded matches tangible construction milestones.
A capable lender tracks the connection between loan proceeds, interest reserves, and contractor mechanics liens. They identify if a project schedule slips or if the budget contains fundamental errors before a default happens. You need a person who distinguishes between a temporary delay and a math error that puts your bank at risk.
We identify candidates who review draw requests as forensic audits rather than administrative chores. Many lenders change roles when their current manager pushes for volume over correct underwriting. These people look for managers who back them when they stop a draw because the math on the page does not match the actual progress on the lot.
02
What do we check before you see anyone?
- 01Forensic Draw ReviewWe ask how they audit AIA G702 and G703 forms. We look for a process where they reconcile site physicals against the pay applications submitted by the developer.
- 02Cost-to-Complete AnalysisWe ask how they track remaining hard costs against the contingency fund and total project budget to predict future funding needs.
- 03Systems ProficiencyWe ask how they use software like Sage 300 CRE or Procore to track loan documentation and manage workflow tasks.
- 04Risk Mitigation StrategyWe ask what they do when a project exceeds budget. We look for a process where they force the developer to inject new equity to keep the loan-to-cost ratio in line.
- 05Documentation DisciplineWe ask how they verify that inspections, insurance, and lien waivers are valid before they move funds.
- 06Relationship ManagementWe ask for an example of a time they told a developer no. We look for how they maintained their lending requirements while the developer pushed to speed up funding.
03
Where do we find them?
We look for candidates at regional and community banks where construction lending is a specific, stand-alone job rather than a task for general commercial lenders. We target institutions that require strict credit files and conservative underwriting. We also recruit from specialty finance groups that provide capital specifically for land development.
We approach people who moved into banking after roles in construction project management. These individuals know how a job site runs better than people who only studied finance. They change jobs when they want an employer who gives them the authority to enforce lending discipline rather than one that prioritizes fast deal flow.
04
Which hiring mistakes should you watch for?
- 01Hiring a generalist who treats construction loans like simple term loans and lacks understanding of draw risk or contractor liens.
- 02Choosing a candidate based on their ability to please clients while failing to test if they can identify math errors in sworn statements or missing lien waivers.
- 03Building a role without the authority to halt funding on a failing project, which causes a high-quality lender to quit shortly after starting.
05
The search in three steps
- 01Initial StrategyWe define your specific asset risk level and find candidates with relevant experience and local site knowledge.
- 02Targeted OutreachWe contact candidates at specific banks and screen them on how they manage interest reserves and complex documentation.
- 03Final SelectionWe present only candidates who show they can act as a partner to a developer while stopping the funding when a project fails to meet your rules.
How your Construction Lender 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
What is your projected timeline to produce a shortlist for this role?
We focus on candidate quality to keep your list aligned with your risk standards. We will provide a date for the first set of candidates once we define the specific project requirements.
How do you evaluate if a candidate can stay firm against pressure from developers?
We look beyond the resume and ask for specific times they faced developer pressure. We test if they prioritize your lending policy over the developer's request for cash.
How do you manage the situation if our preferred candidate is presented with a counteroffer?
We maintain regular contact to track why they want to change jobs. If a counteroffer appears, we ask what motivates them to keep them focused on your bank.
Can you protect my institution's identity during the initial stages of this search?
Yes, we handle every search with total privacy. We talk to you about the disclosure plan before we start talking to any candidates.
When do I become liable for your professional service fee?
You pay our fee only when you hire a candidate we introduce. Our written agreement lists the exact amount due once your new lender starts.
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 Construction Lender 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.
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What does the published pay data show?
$76,690 national annual median. SOC 13-2072: Loan Officers.
BLS reports Construction Lender 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