Employers

A Financial Services Search Starts With the Right Questions

Growth, a leadership transition or a difficult vacancy can change what a firm needs from its next hire. The title may be familiar. The responsibilities, competing talent pool and compensation may be very different.

As financial services recruiters, Ramax Search focuses on specialized recruiting and executive search for investment firms, banks and wealth managers, from fund accountants, compliance analysts, investment professionals and attorneys to controllers, department heads, General Counsel and CFOs. Our work is defined by financial services expertise, not a narrow range of job titles or compensation levels. Our expertise spans finance and accounting, legal and compliance, risk, operations, investments and trading, technology, investor relations and select HR mandates. We also support broader professional staffing needs, including consulting and interim assignments. Employers comparing financial services staffing agencies should consider whether a provider understands the regulatory, investment and operating environments behind each role.

Financial services executive search firms should be evaluated on how well they define the mandate, map the relevant talent market and judge fit in a specialized financial institution. Our role is to give you a clearer view of that market, the available options and the tradeoffs behind a hiring decision. These examples give a sense of our work. Tell us about the hiring question in front of you. You do not need a finished job description to start a conversation.

When a Conversation Can Help

• The role has expanded, and you need to understand which experience matters most.
• You are seeing candidates, but the relevant background, compensation or motivation is not lining up.
• You need to approach a replacement, succession or newly created position confidentially.

For a closer look at our coverage, explore Ramax’s recruiting practices and search experience. Our compensation research offers selected examples to inform a discussion about your own mandate.

Engagement Terms and Working Arrangements

We do not participate in multi-firm contingency races. Our best work happens when we have a committed client and a focused mandate. We agree the search priorities, communication and responsibilities at the outset.

How fees and engagement terms work

Employers pay our search fees; candidates are not charged. Permanent-search fees are generally calculated as a percentage of the hired professional’s first-year compensation. An engagement fee may apply and, where agreed, is credited toward the final fee. Wealth advisor, team, interim and consulting assignments can use different arrangements.

Before work begins, we agree the fee basis, payment milestones, exclusivity and any replacement terms in writing. The agreement governs the particular assignment. Discuss the structure for your hiring need.

Search experience across financial services

Relevant financial services search mandates include hedge fund finance leadership, private equity operating executives, and compliance or anti-money laundering specialists at regulated financial institutions. Specific completed assignments can be documented separately once engagement records are confirmed. These examples sit alongside specialist and management searches across the industry. Explore representative search mandates by function.

What clients say

“Ramax has always provided excellent candidates in timely fashion. Professional, honest and trustworthy.”

Monica S., HR Director, Hedge Fund

“Dealing with Ramax Search was an absolute pleasure. Provided candidates that were on target, qualified and understood the unique nature of our business.”

Josh T., CFO, Private Equity Firm

Our Search Process

Discovery and alignment
Understand the business need, responsibilities, team and priorities.

Market mapping and research
Identify relevant firms and professionals, including people who are not actively looking.

Candidate conversations
Present the opportunity discreetly and explore experience, interest and timing.

Evaluation and screening
Assess capabilities, motivation and fit with the mandate.

Candidate presentation
Present a focused shortlist and use your feedback to advance the search.

Offer management
Work through compensation, expectations and the practical steps toward a decision.

Post-placement follow-through
Remain in contact as the professional joins and settles into the role.

This is an introduction to how we work. Speak with Ramax about your firm, your hiring priorities and the right next step.