Finance role
Insurance FP&A (Financial Planning and Analysis) Manager Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Confirm your candidate can translate actuarial projections into budget line items without relying on outside help.
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 hire reports on the connection between underwriting results and capital health. You need someone who converts complex premium and claims data into coherent forecasts for executive decisions. They must model the impact of reinsurance treaties and loss ratios on your bottom line.
They own the budget cycle and the variance analysis. Expect them to challenge department heads on expense assumptions and revenue targets. They explain how Statutory and GAAP outcomes differ to show what drives surplus growth.
Ask them how they explain a reserve development swing to someone outside of finance. Ask how they reconcile a mismatch between actuarial projections and general ledger reality. Ask them to describe a specific time they identified a hidden drag on profitability.
Focus this search on the exact technical output you expect during the first ninety days. Before we reach out to candidates, we must define the specific ledger systems they will touch daily. Ask every candidate to walk through their process for integrating ceded reinsurance entries into a standard monthly reporting package. Demand they identify the precise manual adjustments they make when comparing statutory requirements against internal forecasts. If they cannot describe the specific data discrepancies they encountered while reconciling actuarial loss projections with general ledger balances, do not proceed. I need you to confirm if this role acts as the primary point of contact for external auditors during statutory examinations. Require them to provide examples of how they handle tight filing deadlines without sacrificing data integrity. Determine if they need to build new financial models from scratch or merely update existing templates. Clarify if they will manage direct reports or function as an individual contributor. Ask how they reconcile premium cash flow mismatches against reported underwriting income. We will evaluate their answers against your internal documentation. This conversation confirms if their past work matches your current statutory or GAAP reporting intensity.
- 01Verify they have hands-on experience with NAIC statement components and SSAP rules. Without this knowledge, they cannot grasp how underwriting decisions alter financial health.
- 02Confirm they understand the mechanics of ceded versus assumed treaty accounting. They must track how reinsurance recovers losses and shifts risk exposure.
- 03Check their specific experience with premium and claims accounting cycles. They need to demonstrate how to track cash flow variances against reported income.
- 04Review their ability to translate actuarial loss projections into budget line items. They must define the relationship between reserving changes and operational spending.
- 05Assess their proficiency with statutory capital requirements. They must know how shifts in portfolio mix affect risk-based capital ratios and rating agency scrutiny.
- 06Check their history of tracking audit changes in regulatory filings. They must reconcile their outputs against your source documentation before examiner review.
02
Where do we find them?
We source candidates from insurance companies focused on similar lines of business. We target professionals currently embedded in Statutory reporting, reinsurance accounting, or actuarial finance functions. We look for backgrounds in firms that manage similar premium volumes and risk profiles.
Candidates move when they are stuck in a narrow accounting lane and seek exposure to full P&L oversight. They move when their current employer undergoes a systems migration or a restructuring of the finance function. They also switch when they want to transition from pure reporting to strategic planning and analysis.
- 01Ignoring the impact of reinsurance economics on overall premium accounting accuracy.
- 02Failing to reconcile budget projections with actual NAIC quarterly filing data.
- 03Underestimating the complexity of communicating reserving trends to non-finance stakeholders.
03
The search in three steps
We clarify your specific reporting structure and the primary financial challenges you face this quarter. We identify professionals with the exact accounting background to match your statutory or GAAP requirements.
We vet candidates against the specific technical benchmarks outlined for this role. We present a shortlist of individuals who can manage the full forecasting cycle with minimal oversight.
We manage the interview flow and verify the final terms. We only collect a fee if you hire a person we introduce to your team.
- 01Define your financial reporting needs.
- 02Identify and screen candidates.
- 03Manage interviews and selection.
How your Insurance FP&A 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
What happens if I decide not to hire anyone?
There is no upfront fee for our search services. You only pay a contingency fee if you hire a candidate introduced by our firm.
How do you verify a candidate's technical skills?
We evaluate their specific experience with NAIC filings, SSAPs, and reinsurance accounting. We look for evidence that they have managed similar financial processes in an insurance environment.
Can this role be managed remotely?
Remote work depends on your internal requirements and the candidate's ability to sync with the existing team. We screen for communication clarity regardless of the physical work location.
How does this role differ from a controller?
An Insurance Controller typically focuses on the accuracy and compliance of the general ledger and regulatory filings. An FP&A Manager focuses on forecasting, trend analysis, and strategic performance metrics for future planning.
When do I pay for finding a hire to model our complex reinsurance treaty impact?
No upfront fee. You pay only if you hire.
What is the fee for a Insurance FP&A 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 Insurance FP&A 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 Insurance FP&A Manager hire?
We ask every Insurance FP&A 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 Insurance FP&A 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.
Not ready to start a search?
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What does the published pay data show?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports Financial Managers, not a separate wage for Insurance FP&A Manager. This broader occupation does not distinguish seniority, work arrangement or language requirements.
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