Executive search for financial services in Australia
Talent Search Haus is a boutique, partner-led executive search firm. We appoint board members, C-suite executives and leaders one level below the C-suite for Australian financial services organisations. Most searches take six to eight weeks, and every appointment carries a 12-month guarantee.
Who do you work with in financial services?
We work with banks and mutuals, including payments organisations; insurers; superannuation trustees and wealth managers; private equity and private credit managers and their portfolio companies; fintechs; and infrastructure investors.
What leadership roles do you recruit in financial services?
We work with Chairs on non-executive director appointments. At C-suite level we appoint CEOs, CFOs, COOs, CIOs and CTOs, CISOs, and CHROs. We also fill critical roles in Risk, Legal and Compliance, AI and Data, Operations, and Program Delivery.
Which regulatory changes are shaping financial services leadership?
Recent changes add to the accountability and disclosure expectations on financial services leaders:
Financial Accountability Regime: applies to banks since 15 March 2024, and to insurers and superannuation trustees since 15 March 2025.
APRA's CPS 230 Operational Risk Management: in effect since 1 July 2025.
Private markets: ASIC has made transparency in private capital a focus since its February 2025 discussion paper, and its November 2025 private credit review found disclosure gaps.
Climate reporting: mandatory climate-related financial disclosure applies to the largest entities for financial years starting on or after 1 January 2025, with further groups from 1 July 2026 and 1 July 2027.
Scams: under the Scams Prevention Framework, most obligations for banks start on 31 March 2027.
Automated decisions: from 10 December 2026, privacy policies must explain when computer programs, including AI, make or substantially help make significant decisions using personal information.
How does a partner-led retained search work?
Retained executive search follows a defined strategy. We map competitors and other organisations likely to hold the right talent, then speak with market participants to test views on targeted and potential candidates that desk research can miss. A Partner who leads the relevant industry sector or function runs every discussion with market participants and candidates, and our support team handles desk research. Fees are invoiced in stages across the project.
How do you assess financial services candidates?
We use our proprietary 5D Talent Due Diligence framework on every search. It is also available on its own, for individual or team evaluations, or for investors assessing human capital. When more data is needed, we partner with providers such as Hogan and SHL.