Role family
Wealth Management Support Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Stop reviewing resumes for titles and start verifying specific software proficiency, CRM workflows, and operational output for your wealth management desk.
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.
01
What does this hire really come down to?
Your firm relies on accurate support work to process client requests and satisfy regulatory audits. If a support person lacks system fluency, your lead advisors get stuck fixing account opening errors, chasing pending transfers, or drafting client emails that should have been automated. We distinguish between an assistant who does general office work and one who manages high-volume wealth operations.
A hire must demonstrate daily operation of the specific software your firm uses. We look for individuals who have entered data into your CRM, initiated complex ACATS transfers, or generated plans in specific financial software. We verify that these candidates have performed these exact tasks in past roles so they do not require extra training on how to use common industry tools.
We identify candidates who treat their work as a technical task. We look for people who have managed specific custodian portals and compliance check-sheets. These individuals allow your team to increase client counts because they do not stall on routine back-office work.
02
What do we check before you see anyone?
- 01We review their history with your CRM, such as Salesforce or Redtail, to confirm they managed lead data and contact logs without constant oversight.
- 02We verify current SIE, Series 7, and 66 status to confirm they meet the legal requirements to handle client accounts and advisor support duties immediately.
- 03We test their output in financial planning software by asking how they built specific reports in eMoney or MoneyGuidePro for past clients.
- 04We screen their direct experience with custodian account openings and ACATS transfers to confirm they know the standard error codes and documentation hurdles.
- 05We ask how they handled a specific client request that was delayed by a custodian to see if they can identify the correct contact for resolution.
- 06We confirm why they are looking for a new role by asking if their current firm lacks the technology or operational structure they need to finish their daily work.
03
Where do we find them?
We reach out to people currently working at bank wealth desks, RIAs, and broker-dealer teams. These professionals are busy preparing for client reviews and moving assets. They leave their current firm when they cannot find the specific tools or the organized workflows they need to complete their tasks.
We identify candidates who want to stay focused on the mechanical side of wealth management. They wait for an opening where their software fluency matches the needs of the desk. What specific custodian portal or CRM tasks do they perform daily, and how do those tasks correlate with your firm's current volume?
Our sourcing focuses on candidates who currently maintain daily schedules dictated by custodian submission deadlines and regulatory filing windows. We specifically look for those who feel their growth is stagnant because their current office uses archaic systems that prevent them from performing more complex analytical support tasks. When interviewing, ask them to explain their workflow for a typical client review week and what specific software bottlenecks they encounter. If the candidate describes frustration with outdated CRM data structures or inability to generate reports independently, this confirms they possess the experience to handle your desk requirements and desire a more modern operational environment.
04
Which hiring mistakes should you watch for?
- 01Hiring based on a job title, which results in a candidate who knows the theory but cannot input data into your specific CRM efficiently.
- 02Assuming a candidate will quickly learn your custodian system, which creates a drop in desk productivity while the new hire guesses how to fix routine errors.
- 03Hiring a candidate when your desk lacks the time to show them how to perform basic regulatory filings or specific account management protocols.
05
The search in three steps
- 01We map your current custodian and CRM requirements against the actual work histories of professionals in our network.
- 02We interview candidates to confirm they have performed your exact daily tasks and can describe their specific process for handling your common account issues.
- 03We provide a shortlist of people ready for your team so you can focus interviews on how they would solve your current operational bottlenecks.
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
How quickly can you provide a shortlist?
We reach out directly to candidates rather than waiting for job applications. We share a list only after we verify their technical history and ability to perform your specific tasks.
How do you check they are the right fit for our team?
We look for evidence that they have done your specific daily tasks in a similar environment. We do not present candidates who only have experience in different types of financial work.
What happens if our preferred candidate receives a counteroffer?
We talk to candidates early about their reasons for leaving and their salary goals. This helps us gauge their motivation to leave and assess if they are likely to accept a counteroffer.
Can we manage this search confidentially?
We discuss your privacy needs before we start any outreach. We act as a filter during early conversations to protect your identity.
What are the fees for this search?
You only pay if you hire a candidate we provide. We state all fee terms clearly in our written contract.
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.