The insurance workforce is continuously evolving, shaped by shifting employee and employer expectations, as well as changing business priorities. As organizations evolve their best practices to stay competitive, our team is regularly invited to share insights with the insurance community, industry publications and professional associations. Below, some of our leaders offer their perspectives on a few of the topics that consistently emerge in these discussions. We hope you find this insight valuable as you begin planning for 2026.
Q: What are the main roles insurers are hiring for right now?
A: Our most recent Insurance Labor Market Study found carriers are most likely to hire for technology, underwriting and claims roles in the next year. Overall, the majority of insurers are planning to increase their headcounts, with 76% most in need of experienced individuals, about 20% most likely to hire entry-level employees and 4% focused on executive-level positions. However, there’s ongoing competition for top talent across all levels and functions – hiring managers must act quickly when they find the right candidate.
– Jeff Blair, Senior Vice President
Q: Is there anything in particular causing individuals to leave their jobs?
A. Across all industries, employees are feeling burned out in their roles, leading them to reevaluate their professional priorities. Additionally, young professionals and new grads are seeking positions that provide clear opportunities for growth and development, a healthy work-life balance, and the ability to work with the latest technologies. To attract and retain these individuals – especially as older generations retire – it’s essential for insurers to rethink their approach to recruitment and development, while clearly communicating how their organizations can meet these needs.
– Corey Pinkham, President
Q: Has it become harder to prosper as a young professional within the insurance space?
A. The industry continues to advance and expand, creating new roles and providing unique opportunities for those entering the space. At the same time, as members of the insurance workforce retire, the next generation has the opportunity to step up into these positions. We’re also seeing some organizations bring back the training programs that were deprioritized during the pandemic and many companies are recommitting to professional development and career growth. Young professionals can get involved with industry associations, sit on non-profit boards, or join professional clubs and organizations to further expand their business acumen. If you take the initiative to mold your career and seek out opportunities, the possibilities within insurance are endless.
– Judy Busby, Senior Vice President and Managing Director
Q: What is the potential impact of return-to-office mandates?
A. In addition to affecting morale and productivity, companies are often also experiencing RTO-related recruiting and retention challenges. Many of today’s professionals prioritize working remotely and have built this flexibility into their daily routines. It’s likely these employees will look for new opportunities if asked to return to the office. Additionally, companies that require in-office work may have more difficulty hiring – especially when it comes to highly specialized roles like technology. It’s important for organizations to be intentional with their RTO policies, think through why they’re asking individuals to be in the office full-time, and grant as much flexibility as possible while still meeting organizational goals.
– Corey Pinkham, President
Q: How do you anticipate the job market will be for the coming year and what can insurers do to prepare?
A. The market continues to be relatively tight – especially when it comes to top talent and more specialized positions. Carriers should be focused on retaining and developing their existing talent, while planning for future needs through upskilling and recruiting. By thinking ahead and being creative and resourceful, organizations can identify, grow and retain high performers, helping ensure ongoing success.
– Jeff Black, Senior Vice President
For more on the state of insurance talent, view our recent thought leadership.