Wondering how to turn “invisible” fraud-prevention wins into a clear case for a raise or promotion? In this Q&A, veteran managers reveal the performance metrics, certifications and soft-skills that convince decision-makers you’re ready for the next step.
In the anti-fraud profession, proving your worth can feel counter-intuitive: when you do your job well, losses are prevented and red flags never see daylight. This “invisible” success often leaves early-career examiners wondering how to translate daily wins into a persuasive case for a raise or promotion. To demystify the process, we sat down with two seasoned leaders on the front lines of fraud fighting, Michael Booher, CFE, and Tina D'Souza, CFE, who collectively manage teams, budgets and investigations across multiple sectors.
In this candid Q&A, Booher and D'Souza expose the metrics, mindsets and soft skills they weigh when evaluating junior staff. From performance indicators and certifications that move the needle to the interpersonal traits that keep teams running, they outline a practical roadmap for turning promise into promotion. Whether you’re preparing for your first performance review or mapping a multi-year career path, their insights will help you frame achievements, target growth areas and speak the language that resonates with decision-makers.
Michael Booher: Has the person grown since their hire? During the job interview, did they state that certain goals or achievements would be completed after hire? Did that person deliver on that? Does the professional’s performance indicate that they are ready for additional responsibility? When faced with a challenge in the past, did the person approach it as a burden or an opportunity? Did this person acquire a new skill to overcome the challenge?
Fraud examination is a diverse and complex field, but in general, a person’s performance is not based on the number of “widgets” produced. Having said that, has the person shown that they can complete assignments and that their efficiency improved over time?
Beyond all that, of course, would be the question of has the person obtained relevant certifications, licenses or other notable achievements? This would be especially important to consider if their employer offers incentives, reimbursements, guaranteed bonuses or other resources to employees to pursue these things. If they cannot capitalize on benefits or incentives that are already available, then why should they be rewarded?
Tina D'Souza: When assessing a junior anti-fraud professional for a raise or promotion, I look for a combination of qualitative and quantitative indicators. Key metrics include the number of cases/alerts handled, detection rates, recovery values, collaboration with various teams, accuracy of case management notes and resolution within the agreed SLO’s in investigations.
However, beyond the numbers, I value consistency in the execution and implementation of work, ownership, demonstration of critical thinking, initiatives undertaken or designed in identifying emerging fraud patterns, and contributions to improving processes or controls within the team. In a nutshell, providing value-added services over and beyond one’s mandate, identifying the needs of your team, thinking like a manager and anticipating the requirements of a manager, working with different people and possessing a solution mindset goes a long way in positioning oneself as a potential candidate to be considered for promotion or motivated through a raise.
Some examples of notable achievements might include uncovering a significant fraud scheme, developing an effective detection tool, an effective RCM or contributing to cross-functional projects. Lastly, reliability, integrity and strong communication skills — especially in delivering tough messages to stakeholders — are non-negotiable traits that signal readiness for greater responsibility.
Michael: The role of a fraud examiner is so diverse and broad that it’s practically impossible to identify a couple of absolute technical skills that the person must have to be successful. A person needs to be generally adept and adaptable to technical requirements, as these will change and evolve over time. Advancing in an anti-fraud role is really just like advancing in any other career. In general, people who are reliable, capable and relatable are the types of people whom others would like to keep around, compensate and eventually promote.
Sports offer a great analogy. At first, everyone might be impressed with a single teammate’s skills and ability to score goals or points, but over time, the team will suffer if that teammate fails to consider the team’s needs or to be a team player.
If a person is very technically proficient, but they struggle with interpersonal communication or relationship building, then that person needs to put themself into relatively challenging situations that force them to improve those skills. These things do not need to be sophisticated. Can the person assist with an event at the company, like planning a team-building outing or the annual company picnic? Does this show their ability to work well with others in offbeat situations? This will naturally be uncomfortable at first, but as the old saying goes, “no pain, no gain.”
Similarly, if a person is lacking a specific technical skill, then the person should pursue training, education or another development of that skillset.
Tina:
The most critical skills fall into three categories:
• Technical: Familiarity with data analytics tools (like Excel, SQL, Power BI, Tableau or ACL), case management systems and knowledge of regulatory requirements.
• Analytical: Strong investigative mindset, ability to identify red flags, art of following up, assess patterns and make connections between seemingly unrelated data points.
• Interpersonal: Effective communication (both written and verbal), collaboration, diplomacy in sensitive situations and the ability to collaborate with legal, compliance and operational teams.
To develop these skills quickly:
• Volunteer for stretch assignments involving data analysis or process reviews.
• Shadow senior investigators during case reviews.
• Attend webinars and training on fraud detection tools and techniques.
• Regularly review real-world fraud case studies to sharpen pattern-recognition skills.
• Build a habit of documenting and presenting findings clearly and concisely.
Reframe your approach by:
• Seeking feedback regularly and having a growth mindset.
• Focusing on building a reputation for integrity, reliability and initiative.
• Understanding what problems keep leaders up at night — and finding ways to help solve them.
Michael: I started out with a passion for the anti-fraud industry, but I wasn’t sure how to get there at first. I worked in the periphery as a staff auditor, and I gained valuable entry-level experience. I was then able to move to a job that was slightly closer to the anti-fraud field, and that role introduced me to a Chapter of the Association of Certified Fraud Examiners via continuing professional education (CPE). It was networking at those events that landed me a job interview for the role that I always wanted. So, especially starting out, it’s common that a person is not where they plan to stay. The key is to do a good job, build relationships and experience, and take advantage of networking opportunities so that experience and relationships are strong when the “dream job” opportunity (or another steppingstone to reach it) comes knocking.
Tina: Start by clarifying your long-term career goals — whether you aspire to become a fraud risk manager, forensic auditor or move into financial crime compliance:
• Map out the technical certifications (like the CFE credential) and skill sets needed for those roles.
• Create a broad foundation by working on different types of cases: financial statement fraud, identity theft, cyber fraud, etc.
• Build a network on LinkedIn and the ACFE Community and make connections. Keep sharing thought leadership articles on your LinkedIn profile.
• Stay curious — fraud trends evolve fast.
• Seek mentors inside and outside of your organization.
• Take initiative to set up time for the meetings.
• Don’t just chase titles; focus on acquiring responsibilities and experience that stretches your skills.
If doing the position yourself, regularly present case learnings and summaries of trainings, suggesting process improvements and contributing to awareness initiatives like fraud prevention workshops or policy updates, can show initiative.
Michael: I feel like this goes without saying, but membership in both the Association of Certified Fraud Examiners and a local ACFE Chapter is an absolute must for any anti-fraud professional. The ACFE is a world-class organization, and its conferences are the gold standard, but for a job-seeker, a local chapter provides irreplaceable networking opportunities.
Beyond that, there are more specialized organizations that a person should pursue if he or she has a passion for those things. Examples might include professional organizations that emphasize specialized law enforcement training, digital forensics or interviewing training (among others). If networking via those traditional means is unavailable for some reason, then LinkedIn is a free and easy place to start.
Tina: Absolutely — networking and continuous learning are vital in this field. Some excellent options include:
• Association of Certified Fraud Examiners (ACFE) — Global leader for anti-fraud training and resources.
• Annual conferences like the ACFE Global Fraud Conference or regional fraud summits and events.
• Volunteering in these communities, writing articles or speaking at events are powerful ways to stand out.
Do you want to propel your career further and learn more? Explore resources for early-career anti-fraud professionals.
