Finance role
Statutory Reporting Manager Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire a manager who reconciles reinsurance data and maintains NAIC compliance to stabilize your statutory filings.
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.
- Statutory Accounting Manager
- Statutory Accountant
- 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?
Your financial solvency filings require exact mapping of insurance transactions to SSAP standards. A reporting manager must handle the mechanics of your ledger and its translation into state-mandated formats. They oversee the quarterly and annual close, finding why a balance sheet item or reinsurance recovery failed to reconcile before it distorts your surplus.
Statutory reporting acts as a primary discipline here. You need someone who identifies changes in regulatory mandates and updates internal data capture before filing deadlines. They evaluate non-admitted assets and Schedule F submissions with enough suspicion to stop audit adjustments during state department of insurance examinations.
You need to stop fixing filing errors caused by broken data flow. A capable manager identifies why reconciliation failures happen and updates your data extraction process to block repeat errors. They convert insurance regulation into internal accounting steps, allowing leadership to stop responding to audits and start planning financial moves.
02
Where do we find them?
We recruit from regional insurance carriers and managing general agencies where the filing cycle governs operations. These workers handle daily statutory detail and are accustomed to high-volume output.
Candidates change jobs when their current firm stalls their technical progress or uses manual spreadsheets instead of automated reporting engines. They want roles where they own the entire regulatory lifecycle and where their work determines financial compliance.
To build our shortlist, we focus on finance teams inside mid-sized carriers that currently undergo manual consolidation of Schedule F and Schedule P data. We hunt for individuals who report directly to a Controller or CFO at firms where the quarterly closing process consumes more than three weeks of internal staff time. These professionals are likely looking to change environments because their current employer refuses to invest in software that replaces their existing manual reconciliation spreadsheets. When interviewing these candidates, you should ask what specific reconciliation errors occurred during their last annual filing and how they modified the underlying data extraction logic to prevent those errors from happening again. If they describe a process of manually cleaning data in Excel every quarter without implementing a permanent fix in the reporting system, they are not yet prepared to stabilize your own reporting engine as you require.
We also identify managers at firms that recently merged with or acquired other insurance entities, as these environments often create significant complexity in reconciling disparate statutory reporting structures. These candidates often seek a new role because they have completed the integration phase and now find themselves maintaining static legacy files rather than architecting functional reporting workflows. To determine if they can provide the change you need, ask them how they handled a situation where a newly acquired reinsurance treaty failed to align with existing state filing requirements during the first quarterly close. An answer that details an immediate audit of the ledger mapping and a subsequent update to the internal data collection template indicates the candidate can perform the work you need. Conversely, if they describe waiting for instructions from a parent firm or relying on outside consultants to interpret the filing requirements, they lack the ownership required for your specific regulatory filing demands.
- 01They rely on basic accounting software and fail to show knowledge of specific statutory engines, creating training lag for your team.
- 02They miss subtle differences in state-specific insurance mandates, which causes filing resubmissions or audit inquiries after the deadline.
- 03They focus only on historical data entry and lack the curiosity to track how transaction flows affect future surplus growth or reinsurance strategy.
03
The search in three steps
We perform a diagnostic session to map your current product mix, internal software architecture, and the specific regulatory hurdles your finance department hits every quarter. We test candidates with interviews that force them to solve specific statutory accounting scenarios, focusing on their ability to own the reporting lifecycle from start to finish. We initiate direct candidate discussions to verify their communication and their ability to integrate into your existing closing workflows.
How your Statutory Reporting 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
How many weeks does it typically take to produce a shortlist?
We start headhunting as soon as we set the search scope. While we do not promise specific dates, our direct outreach produces a qualified shortlist within a few weeks.
How do you verify a candidate has handled insurance regulatory complexities similar to our portfolio?
We prioritize candidates who managed the same product lines and regulatory hurdles. During vetting, we ask them to describe how they solved specific technical problems that mirror your current portfolio.
How is the transition handled if a candidate leaves or receives a counteroffer?
We discuss potential counteroffer risks with candidates throughout the process to verify their job change intent. We maintain clear communication on search terms, including how we replace candidates who leave early.
Can you conduct this search while maintaining complete confidentiality?
We discuss your privacy needs during our initial intake to identify what information must remain protected. We manage private market outreach until we determine the right time for disclosure.
What are your fee terms for this recruitment engagement?
You pay only if you hire. You pay a fee only if you hire a candidate we present, based on the terms signed in a written recruiting agreement 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 Statutory Reporting 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 Statutory Reporting 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