Executive search
Compliance & Risk Professionals
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters starts with the work behind this request: Compliance and risk work covers rules, monitoring and investigation. An interim compliance manager owns the program: policies, training, testing and reporting.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
You have a business to run.
Hiring a senior person yourself takes time you do not have. Here is what we hear from owners and hiring managers every week.
Not sure if you need interim or fractional? Use the decision helper
- The seat is open and the work is piling up on you.
- A job posting brings in hundreds of resumes and none of them have done the job.
- You do not have weeks to screen, chase and schedule.
- You need to know the person can do it before they start, not after.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
Compliance & Risk Professionals titles we fill
Titles with a page link through to it. The rest are titles we also fill; choose one and we pass it to the form with your request.
- Interim Compliance ManagerSpecialist search for Interim Compliance Manager. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Compliance ManagerSpecialist search for Interim Compliance Manager. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Contract Compliance SpecialistHire a specialist to monitor contract performance, enforce compliance protocols, and remediate gaps in vendor and operational agreements.
- Contract BSA/AML AnalystSpecialist search for Contract BSA/AML Analyst. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Contract KYC AnalystEngage a Contract KYC Analyst to manage high-volume identity verification and customer onboarding risk without adding permanent headcount.
- KYC AnalystEngage a Contract KYC Analyst to manage high-volume identity verification and customer onboarding risk without adding permanent headcount.
- Contract Fraud AnalystFind expert Contract Fraud Analysts to identify systemic vulnerabilities, stop irregular billing, and ensure compliance with strict fiscal controls.
- Fraud AnalystFind expert Contract Fraud Analysts to identify systemic vulnerabilities, stop irregular billing, and ensure compliance with strict fiscal controls.
- Contract Third-Party Risk AnalystAssess and mitigate risks from third-party vendor relationships. Focus on audit, operational security, and contractual compliance for your firm.
- Compliance AnalystCompliance analysts track control effectiveness and manage audit remediation. Learn how to verify their technical expertise and reporting discipline.
- compliance analystCompliance analysts track control effectiveness and manage audit remediation. Learn how to verify their technical expertise and reporting discipline.
- Compliance Testing AnalystHire a compliance testing analyst to monitor operations, validate controls, and document evidence for internal and external regulatory audits.
- compliance testing analystHire a compliance testing analyst to monitor operations, validate controls, and document evidence for internal and external regulatory audits.
- AML AnalystHire an AML Analyst to manage transaction monitoring, conduct deep investigations, and prepare accurate SAR narratives for your compliance department.
- Financial Crimes AnalystHire an experienced Financial Crimes Analyst to manage SAR documentation and customer due diligence. We provide pre-vetted specialists for compliance.
- Transaction Monitoring AnalystHire a specialist for alert investigations, SAR decision support, and KYC refresh projects to maintain consistent regulatory compliance and audit trails.
- transaction monitoring analystHire a specialist for alert investigations, SAR decision support, and KYC refresh projects to maintain consistent regulatory compliance and audit trails.
- EDD AnalystHire an EDD Analyst to manage high-risk customer profiles and enhanced due diligence reviews. We provide specialized compliance talent for your firm.
- EDD analystHire an EDD Analyst to manage high-risk customer profiles and enhanced due diligence reviews. We provide specialized compliance talent for your firm.
- regulatory reporting analystHire experienced regulatory reporting analysts to manage technical filing requirements, data accuracy, and examiner inquiries in complex industries.
- privacy analystFind a privacy analyst to manage data mapping, conduct impact assessments, and address regulatory reporting for your specific industry.
Hiring guides
Not sure which title fits? Describe the seat in the form and we will match it.
Related roles
Executive roles above this family
A family of related but distinct jobs
Compliance and risk work covers rules, monitoring and investigation. An interim compliance manager owns the program: policies, training, testing and reporting. A compliance specialist carries out defined tasks within it. Anti money laundering analysts monitor transactions and investigate alerts. Know your customer analysts verify who customers are. Fraud analysts look for deception. Third party risk analysts assess suppliers and partners.
These are specialist pools. A person who verifies customers all day may not be a good investigator of complex transactions. A policy writer may not be comfortable with alert review. Start with the obligation you must meet and the failure you want to avoid.
If a regulator or auditor has raised a concern, say so, because it changes the urgency and the profile.
Manager or analyst
The manager decides how the program works and answers for it. They speak with leadership, advise on tradeoffs and handle examinations. An analyst follows procedures and exercises judgment on cases. If you have no one owning compliance, an analyst will do their tasks and leave the structural gap in place.
If the program is sound and a backlog has built up, analysts are the right answer. Backlogs of alerts or customer files are common and well suited to contract work, as long as someone supervises quality.
Quality control matters. Ask who reviews the analyst's decisions and how disagreements are resolved. A contractor working alone on judgment calls creates risk.
Technical differences
Industry frameworks differ. Financial institutions, healthcare organizations, government contractors and manufacturers each follow different rules, and experience does not move freely among them. Name your sector and the regimes that apply.
Within financial crime work, transaction monitoring, enhanced due diligence and customer onboarding use different methods. Experience with a specific monitoring or case system also matters because the tool shapes the workflow.
Privacy work has its own legal frameworks and concerns data handling, requests and incidents. Regulatory reporting requires careful accuracy and knowledge of the filing calendar.
Who we look at and how we screen
We draw on contract analysts who have worked in several institutions, former compliance officers who prefer project work, investigators from fraud and risk teams and specialists with sector credentials. Pools depend on the discipline.
Screening uses case examples. How did you decide that an alert was a real concern? What did you document? What did you escalate and why? We look for consistent reasoning, clear notes and comfort with sensitive information.
Credentials matter in some settings and we check them. We also look for people who write findings in a way that holds up under review.
Dependencies across the business
Compliance depends on business units to follow procedures and to report problems. It depends on information technology for data and tools, on human resources for training records and on legal advisers for interpretation. A compliance person without cooperation from these functions has little effect.
Risk work depends on procurement for supplier information and on operations for process knowledge. Customer verification depends on sales and onboarding teams collecting documents correctly.
Name the teams the person will rely on and any known friction. It helps candidates plan how to work.
Briefing mistakes specific to compliance
Common mistakes include asking for a compliance person without naming the regime, hiding an examination finding and assuming an analyst can design the program. Another is expecting a contractor to carry a decision that must be made by an accountable officer.
Briefs also fail to mention volume and backlog. A person who joins to review a large queue needs to know its size and age, without exaggeration.
Finally, be clear on confidentiality and conflicts. Compliance people see sensitive facts. State what they can access and who they report to, so they can work independently.
Questions to settle before you brief
Tell us how the program is documented today. If policies and procedures exist, a new person can test them. If they do not, the work begins with writing them, which suits a different person. Also say who the regulator or examiner is in general terms, and whether any correspondence is outstanding.
Add what systems hold the evidence. Case files, training records and monitoring tools all have owners. Access takes time to arrange, and candidates who know the arrangement can start sooner and more effectively.
Finally, say whether the person may speak to examiners or only prepare material for you. Some professionals expect to meet the regulator directly. Others prefer to work behind the scenes. A clear answer helps us match comfort with the role, and it avoids a mismatch that appears only on the day of an examination.
Questions
How do you identify relevant compliance candidates?
We confirm your specific regulatory requirements and internal reporting structures first. We then source professionals with direct experience in your industry regime.
Can we manage a confidential search for a sensitive role?
Yes, we handle these requests privately by default. We establish specific communication and outreach constraints before identifying your business.
Do you consider professionals who are currently employed?
Yes, we headhunt individuals active in their current roles as well as independent contractors. We verify their actual availability and interest before presentation.
How do you handle candidates who lack an exact job title match?
We prioritize the underlying functional scope and responsibilities over labels. We map your needs to professionals who have performed the actual required work.
What happens if a proposed candidate does not fit?
You are not obligated to engage anyone we present. We review the feedback on the missed requirements to adjust the search parameters.
What replacement terms apply?
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.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
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 do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.