Role family
Insurance Underwriting, Claims and Agency Operations Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire underwriting and claims staff who currently operate your exact policy platforms and risk frameworks.
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
How long did your last search take?
How much did the empty seat cost while you waited?
Every week a finance seat stays empty costs you in overtime, late closes and work that waits. We go straight to people already doing the job.
Every title in this family
Commercial Lines Underwriter
Personal Lines Underwriter
Underwriting Assistant
Surety Underwriter (contract surety)
Surety Account Manager (agency bond desk)
Claims Adjuster (field and desk)
Claims Examiner
Subrogation Specialist
Premium Auditor
Loss Control Consultant
Commercial Lines Account Manager (agency)
Premium Accounting Specialist
Senior Claims Adjuster
Senior Commercial Lines Underwriter
01
What does this hire really come down to?
Your firm loses production volume when new staff take months to map their habits to your specific rating software. We look for individuals who perform your daily work in your current software right now. If a hire cannot use your system on day one, your existing underwriters waste time correcting data entries instead of reviewing new files.
We identify individuals who perform the specific work of your desk, such as calculating commercial risk or processing complex claims files. A candidate who manages the mechanics of your specific sector can assess loss ratios or confirm contractor financial data without instruction. We screen out resumes that list generic titles but lack the specific system history required for your desk.
Focus on work accuracy rather than years of experience. A hire must balance daily file volume with state-level risk guidelines. When you hire someone who already manages your specific niche, you remove the training lag that prevents your desk from hitting production targets.
02
Where do we find them?
We contact people working at carriers, managing general agencies, and specialty bond departments that share your volume and system requirements. These people change jobs when their current employer lowers their underwriting authority or when their current portfolio becomes stagnant. We focus on people who want to move to an office that provides faster access to risk data.
We contact people who are busy managing files. Because they are working, they do not check job boards. We reach them to discuss whether your infrastructure, such as your specific underwriting authority level or your current reporting systems, allows them to process more files than their current employer allows.
To find these specialists, we search within carriers and specialty bond departments that utilize your identical software version. Many practitioners consider moving when their current employer institutes new restrictions that reduce their underwriting authority or limit their access to real time risk data. You should ask the candidate to walk you through the specific screen configurations they use to query loss history or policy limits. If they cannot describe the exact sequence of data entry required for a file submission, it means their current system is configured differently. This discrepancy indicates they will need significant hands on training to adapt to your desk, which creates the exact production bottleneck you want to avoid.
We also look at agency service teams that process the same commercial risk types as your current desk. A candidate may seek a new position if their current firm lacks the automation tools to manage their existing volume, forcing them to perform manual calculations that hinder their efficiency. Ask the candidate how many files they personally handle per week and what specific errors they encounter most often in their current system. If their answer shows they spend their time chasing down data that your system already provides through automated alerts, they are a strong candidate for a move. This change allows them to increase their output without the risk of system incompatibility.
- 01MistakeHiring a candidate based on a title when they have never used the specific rating or management software your firm requires.
- 02MistakeHiring someone who understands insurance theory but has not performed the actual risk assessment tasks required for your specific portfolio.
- 03MistakeAssuming a candidate who handles high file volume at a different firm will perform the same in your office without verifying they use the same automation tools.
03
The search in three steps
We verify your technical constraints against the candidate pool to identify people managing identical risk and file counts. We then conduct direct interviews with active practitioners to qualify their specific authority levels and hands-on system proficiency. Finally, we introduce only the candidates who can manage your portfolio complexity and match your operational pace.
Map your current technical requirements against the regional candidate pool to isolate people managing similar risk volumes. Conduct private outreach to active practitioners to verify their specific authority levels and hands-on system proficiency. Present only the candidates who are prepared to handle your specific portfolio complexity and match your operational pace.
How your 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 is a realistic timeframe for a shortlist given current market conditions?
We provide a timeline based on the specific system requirements you need and the current number of active people in that niche. We update you on our progress weekly so you can manage your internal resource planning.
How do you move beyond resumes to verify they have actually operated our specific underwriting systems?
We ask candidates to describe the specific clicks and system pathways they use to rate a policy or settle a claim. We reject anyone who cannot describe the exact workflow of your specific software.
How do you track candidate motivation to predict if they remain firm when they receive a counteroffer?
We ask the candidate to explain why they are leaving their current desk before we ever discuss an offer. We confirm their career goals align with your desk to reduce the chance they will accept a retention offer from their current employer.
How do you keep our company identity private until we give permission to release it?
We describe the job scope to candidates without naming your firm. We only release your company identity once you tell us which candidates you want to interview.
What are the payment terms if we choose to hire a candidate from your shortlist?
We define the flat fee and payment schedule in a written contract before we start the search. You pay only after you hire the candidate and they start the job.
What is the fee for a finance search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
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 finance 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.