Finance role
Reinsurance Accounting Manager Recruiters
Financial Headhunters: Hire a manager who reconciles treaty data and manages the ceded reinsurance cycle to end recurring ledger errors.
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.
- Ceded Reinsurance Accounting Manager
- 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?
Reinsurance accounting requires matching treaty terms against actual cash flows. Many teams suffer when broker statements do not align with internal premium and claim records. You need a manager who identifies the exact cause of a variance between the treaty contract and the ledger entry. They must reconcile statements and verify entries meet statutory filing requirements without creating new manual workarounds.
Your new manager needs to know how ceded and assumed business entries hit the balance sheet. They must verify data integrity throughout the reporting period and take responsibility for Schedule F preparation. When a balance is off, they must be able to trace the transaction back to the initial contract language rather than just adjusting a journal entry to force a match.
A strong candidate leaves their current firm because they possess the technical ability to clean up messy processes but are stuck using manual systems that prevent accuracy. They look for a manager role where they can force compliance and own the entire reporting cycle from the treaty to the audit. They move when their current firm resists these process updates or when they lose the authority to enforce standardized reporting.
02
What do we check before you see anyone?
- 01We ask how they reconcile broker statements against carrier records to find where common reporting discrepancies originate.
- 02We assess their use of GAAP and statutory accounting principles to determine if they can manage both sets of books simultaneously.
- 03We check their specific process for preparing Schedule F filings and the data validation steps they take before submission.
- 04We ask how they account for LDTI changes in life reinsurance and the effect those changes have on current valuation models.
- 05We test if they can automate treaty settlement workflows in ERP systems instead of using Excel macros to bridge gaps.
- 06We ask how they explain treaty settlement methods to external auditors and state regulators during financial exams.
03
Where do we find them?
We search for accountants currently working at reinsurance carriers and brokerage firms who reconcile treaty accounts every day. We exclude general corporate accountants and focus on those who track high volumes of ceded and assumed business. We identify individuals who perform the work themselves rather than those who supervise teams that do the actual reconciliation.
We target people in firms that require strict regulatory reporting accuracy. We avoid general finance resumes and interview candidates on specific treaty language. They change jobs when they realize their current system is too manual to support the audit quality they want to produce or when they cannot get internal support to improve the ledger reconciliation process.
04
Which hiring mistakes should you watch for?
- 01Hiring someone with a generic accounting title instead of checking their specific history with ceded and assumed treaty mechanics, which causes delays in onboarding.
- 02Selecting a candidate based on the size of their previous employer instead of confirming they did the actual work of reconciling and reporting.
- 03Ignoring a candidate's lack of forensic accounting ability, which leads to hiring someone who cannot find the source of systemic reporting errors.
05
The search in three steps
- 01We define your technical environment and reporting needs, such as LDTI or specific treaty structures, to identify a direct technical match.
- 02We contact individuals working in relevant financial roles to measure their ability to handle high-volume settlement tasks and their actual technical output.
- 03We provide candidates for your review who demonstrate the ability to reconcile treaties and file accurate, compliant statutory reports.
How your Reinsurance Accounting Manager 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
How soon can I expect to review vetted profiles?
We avoid generic search speed to focus on technical alignment. We define your requirements first, start reaching out to candidates immediately, and send you profiles as we vet them.
How do you distinguish between candidates who know statutory reporting and those who just claim to?
We ask specific questions about their broker reconciliation process and how they resolve actual ledger discrepancies. If they cannot explain how to solve your current accounting problems, we exclude them from your review.
How do you guide candidates who are targeted by counteroffers?
We talk about their motivations and compensation expectations before we present them to you. If a counteroffer happens, we tell the candidate to focus on their original reason for wanting to leave their current employer.
What steps do you take to withhold our firm identity until a candidate is fully vetted? We provide candidates with specific job data before revealing your name to keep the search private.
We do not disclose your firm name during our initial outreach to potential candidates. We only share your identity with qualified people who show real interest in the specific work the role requires.
Do you charge any retainers or upfront costs?
You do not pay for this search until you select and hire a candidate from us. We do not ask for retainer fees or upfront payments before a hire is complete.
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 Reinsurance Accounting 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?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports Reinsurance Accounting 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