Finance role
Private Client Relationship Manager Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Converting passive high net worth account holders into active users of banking and trust services.
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?
You need a person who can hold the room with high-net-worth clients while handling technical trust and banking needs. This role sits between investment strategy and day-to-day banking execution. The person must manage complex financial lives without creating operational friction.
They translate investment committee views into advice for specific families. They must spot liquidity needs early to push securities-based lending or trust services. You need someone who converts passive account holders into active users of your full banking suite.
We ask candidates: How do you handle a client who disagrees with your investment posture? Can you walk me through the tax and trust structure of your largest client? What happens when a beneficiary calls asking for a distribution that violates the trust document?
Test their workflow for resolving client crises. Require them to explain a situation where they blocked a client request due to trust document restrictions or tax impacts. Observe their ability to explain legal concepts in plain language. If they rely on support staff to interpret trust mechanisms, they lack the independence required. Have them describe their approach to identifying liquidity needs before a client asks. They must explain how they review cash balances to suggest securities-based lending. If they simply use a relationship calendar, they are not qualified. Look for proof they work directly with estate attorneys or tax accountants to fix document discrepancies. If they wait for home office guidance on minor items, they have a bureaucratic work history. You need a primary contact who handles issues independently. Test them on their ability to switch between portfolio discussions and banking product discussions. If they ignore the banking side, they fail to capture the full client wallet. Check if they maintain authority when a client disputes the firm's outlook. This technical ability determines whether the client retains assets with the firm.
02
What do we check before you see anyone?
We verify these six items before any interview happens.
Before you meet a candidate, we perform a deep scope conversation to map their past work against your specific growth goals. We ask them to provide a redacted case study of a time they navigated a complex client estate or trust dispute that required coordination with external tax counsel. We grill them on how they balanced short-term liquidity needs against long-term trust preservation. During this audit, we expose the primary hiring tradeoff you face here: choosing between a specialist who understands legal trust mechanics but struggles with active sales versus a generalist who gathers assets quickly but lacks the patience for detail-oriented trust administration. We press them on how they justify lending against a concentrated stock position during a volatile market cycle. If they cannot explain the tax consequences of a distribution request clearly, they are filtered out. We check if they view trust document restrictions as roadblocks to work around or as guidelines to protect the firm and the beneficiary. We force them to explain their process for identifying cross-sell opportunities within a legacy account list. Their answers reveal if they possess the necessary persistence to drive product usage without damaging the core relationship.
- 01Clean BrokerCheck status is non-negotiable for anyone coming from a wirehouse background.
- 02Current Series 7 and 66 or 65 credentials are confirmed to verify capacity to trade and advise.
- 03We check their prior book management to see if they grew assets through referrals or cold prospecting.
- 04Experience with trust document interpretation is verified to avoid basic administrative errors.
- 05We audit their record of cross-selling lending and deposit products to existing wealth clients.
- 06Professional certification status like the CFP or CFA is cross-referenced with the issuing body database.
03
Where do we find them?
We look for candidates at regional banks with dedicated trust departments or boutique RIAs. We target advisors at wirehouses who feel constrained by sales quotas rather than client outcomes. We also find talent in independent trust companies where growth has slowed.
- 01Advisors moving to gain better access to lending products for their clients.
- 02Trust officers looking for broader relationship management roles.
- 03Bankers seeking more autonomy over the investment advice they provide.
04
Which hiring mistakes should you watch for?
Avoid these pitfalls when reviewing profiles.
- 01Hiring someone who only knows portfolio management but has zero experience in banking products or trust administration.
- 02Overlooking the difference between an advisor who brings their own book and one who manages an existing institutional book.
- 03Ignoring a candidate who cannot explain the mechanics of securities-based lending in a simple way.
05
The search in three steps
Our process confirms you interview qualified individuals.
- 01We screen against specific technical criteria including active licenses and trust experience.
- 02We conduct video interviews to test communication style and handle on sensitive client issues.
- 03We present candidates with verified backgrounds and clear motivations for making a move.
How your Private Client Relationship 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
Do I pay if I hire someone you introduce?
Our fees are based on a contingency model where payment is due only if you hire a candidate we introduce.
Do I pay money now for finding a manager to handle high-net-worth trust banking?
No upfront fee. You pay only if you hire.
How do you handle contract or interim needs?
We manage permanent contingency placements by default. Interim or fractional executive needs are handled through our specialized Interim Executives service.
Does your firm employ the contractors I hire?
No, we do not employ, pay, or insure any contract workers placed through our services.
What is the fee for a Private Client Relationship 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 Private Client Relationship 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 Private Client Relationship Manager hire?
We ask every Private Client Relationship 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 Private Client Relationship 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.
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?
$76,690 national annual median. SOC 13-2072: Loan Officers.
BLS reports Private Client Relationship Manager 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