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Latest Insurance Talent Perspectives

Competing for Technology Talent

Technology talent continues to be in high demand as insurers work to enhance customer experience, increase operational efficiency, personalize their offerings and compete in a quickly evolving environment.

Read our blog post for ways to be strategic and intentional in overcoming this talent challenge and effectively appealing to candidates within the technology space.

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10 Skills to Future-Proof Your Insurance Career

Whether you’re navigating a promotion, considering a lateral move or setting professional development goals, there are a number of transferable skills that contribute to success in a variety of roles. Below are a few skills that have a large impact at all career stages and will continue to be essential as the industry evolves. While it’s likely some align with your innate strengths and others may require more intentionality and practice, all these skills will help you excel as future needs and priorities arise.     Active Listening Active listening goes beyond hearing words – it involves understanding tone, emotion, intent and delivery – skills that AI cannot replicate. Through active listening, you’re able to provide more thoughtful feedback and more efficiently resolve conflicts, helping create stronger connections and build trust.     Empathy Amid ongoing uncertainty, technological transformations, return to office mandates and more, professionals are dealing with a number of pressures. By being empathetic to what others may be going through, you’re able to build better connections and paths of communication, often contributing to increased collaboration and productivity.   Patience Insurance involves complex concepts and emotional situations, from working directly with policyholders to managing a team. Taking time to listen, learn and educate leads to less stress, better outcomes and fewer errors.     Problem-Solving Finding creative solutions – whether it’s improving an existing process or handling unexpected challenges – is essential for advancement and innovation. Strong problem-solvers are also able to streamline operations, make better decisions and work well under pressure.     Communication Effective communication – from translating technical concepts to managing change or delivering feedback – will remain irreplaceable in an AI-driven future. Those who can articulate ideas and provide clear information will drive and influence outcomes with customers, colleagues and other stakeholders.     Adaptability Ongoing change is inevitable. Leaning into innovation and the new roles, processes and environments that come with it help ensure you won’t be left behind. Leverage your current strengths and transferable skills, embracing the advantage they provide even in uncharted territory.   Optimism A positive outlook can lead to better outcomes and higher engagement. The ability stay positive through challenges creates a ripple effect that elevates team performance, motivates others and drives a positive workplace culture.     Accountability When you own both your successes and failures, it demonstrates a commitment to growth and self-reflection, helping build trust with your manager, peers and employees. Holding yourself responsible and working to make things right, while learning from mistakes, is key as you develop as a professional.   Self-Assurance Confident professionals trust their instincts and decisions. Often these individuals are natural leaders and provide a sense of stability to others.   Growth Mindset The insurance professionals who thrive tomorrow are those who welcome today’s challenges as learning opportunities. Continually adding to your toolkit will help you meet your full potential. The insurance industry offers countless paths for professional growth, with a number of transferable skills being essential for paving the way, regardless of the specific role or level. As the industry and overall business landscape continue to evolve, those who have taken the time to hone the above skills will be best prepared to embrace new opportunities and tackle unforeseen challenges.

January 2026: Labor Market PULSE

AT-A-GLANCE LABOR MARKET NUMBERS Unemployment for the insurance carriers and related activities sector increased to 3% in December. The insurance carriers and related activities sector lost 1,800 jobs in December. At more than 3 million jobs, industry employment decreased by approximately 16,600 jobs compared to December 2024. The U.S. unemployment rate decreased to 4.4% in November and the overall economy added 50,000 jobs. INSURANCE INDUSTRY HIGHLIGHTS On a year-to-year basis, November* insurance industry employment saw job increases in agents/brokers (up 1.5%), title (up 1.3%), property and casualty (up 0.8%) and TPAs (up 0.5%). Meanwhile, jobs decreased in claims (down 17.4%), reinsurance (down 4.5%) and life/health (down 2.4%).  On a year-to-year basis, November saw weekly earnings increases in all categories: agents/brokers (up 10.3%), title (up 7.3%), property and casualty (up 5.4%), claims (up 2.7%) and TPAs (up 1.7%). ** Within the larger finance and insurance sector, job openings increased to 245,000 for November. * Retirement levels remained stable while the level of voluntary quits increased for finance and insurance in November. The average rate of hires within finance and insurance is tracking ahead for 2025 (at 2.1%) compared to 2024 (1.9%) and 2023 (1.8%). Notes: The BLS continues to revise numbers to be most accurate, which may contribute to inconsistencies, depending on when reports were pulled.  *The BLS Job Openings and Labor Turnover Survey report and reports on wages and employment for the industry category are only available for two months prior. **The BLS has not reported on reinsurance and life/health insurance earnings since December 2024. The source for the data represented in PULSE is the U.S. Bureau of Labor Statistics. Insurance data is derived from the insurance carriers and related activities sector.

Building Strong Interpersonal and Communication Skills

In partnership with the International Insurance Society, Jacobson's Jeff Black authored an article on building strong interpersonal and communication skills within your organization.

December 2025: Labor Market PULSE

U.S. Unemployment Hits a Four-Year High, Insurance Unemployment Sees Slight Increase AT-A-GLANCE NUMBERS Unemployment for the insurance carriers and related activities sector increased to 2.5% in November. The insurance carriers and related activities sector lost 9,200 jobs in November. At more than 3 million jobs, industry employment decreased by approximately 10,600 jobs compared to November 2024. The U.S. unemployment rate increased to 4.6% in November and the overall economy added 64,000 jobs. INDUSTRY HIGHLIGHTS On a year-to-year basis, October* insurance industry employment saw job increases in agents/brokers (up 2%), property and casualty (up 1.8%), title (up 1.3%) and TPAs (up 0.2%). Meanwhile, jobs decreased in claims (down 11.5%), reinsurance (down 3.5%) and life/health (down 2.2%).  On a year-to-year basis, October saw weekly earnings increases in all categories: agents/brokers (up 10.1%), property and casualty (up 6.8%),  title (up 3.5%), TPAs (up 3.1%) and claims (up 1.9%). ** Within the larger finance and insurance sector, job openings decreased to 224,000 for October*. Retirement levels remained stable while the level of voluntary quits decreased for finance and insurance in October. The average rate of hires within finance and insurance is tracking ahead for 2025 (at 2.2%) compared to 2024 (2%) and 2023 (1.9%). Notes: The BLS continues to revise numbers to be most accurate, which may contribute to inconsistencies, depending on when reports were pulled.  *The BLS Job Openings and Labor Turnover Survey report and reports on wages and employment for the industry category are only available for two months prior. **The BLS has not reported on reinsurance and life/health insurance earnings since December 2024. The BLS did not publish an October 2025 Employment Situation news release. The source for the data represented in PULSE is the U.S. Bureau of Labor Statistics. Insurance data is derived from the insurance carriers and related activities sector.

2026 Insurance Talent Trends

As 2025 comes to a close, insurers are sharpening their focus on the talent dynamics that will shape 2026 and beyond. From building more adaptable teams to navigating AI-driven change and evolving expectations of where and how work gets done, the need for thoughtful talent planning has never been greater.

Fueling Innovation with Data-Driven Decisions

In partnership with the International Insurance Society, Jacobson's Corey Pinkham authored an article discussing how to build a culture that supports the technology shifts happening industrywide and prepares teams to remain competitive in the dynamic landscape. 

Taking Stock of Your Career Harvest

As we approach Thanksgiving, it’s natural to reflect on what we're grateful for in all areas of our lives – including our careers. Below, our colleagues from across The Jacobson Group share their personal perspectives on cultivating gratitude, nurturing their professional networks, and recognizing the moments and people that have enriched their careers. We hope their insights inspire you to reflect on your own career harvest and the abundance that comes from expressing appreciation in your professional life. What does “harvesting your career” mean to you right now? 'Harvesting my career' means hitting a peak state of efficiency and knowledge, allowing me to evolve and pivot into more advanced capabilities. I’m continuously using every interaction to learn and refine my output, planting the seeds for my next chapters while actively giving back high-value in my current one.  – Tyler Thompson, Executive Recruiter For me, this means finding fulfillment and leveraging my accumulated skills and network in a thoughtful way. I try to take time to appreciate the impact of the work I’ve done, the lessons learned (especially from failures) and the strong professional relationships I’ve cultivated. Additionally, I try to focus on mentoring others and sharing the knowledge I’ve collected over time. Helping the next generation grow and develop is very rewarding for me.  – Catherine Prete, Senior Vice President What are you most grateful for in this season of your professional life? I’m grateful to have been given the opportunity to truly develop my own strategies and team. While I have relied on input from other leaders and team members, the flexibility and autonomy Jacobson allows me is truly inspiring. In the past I have been part of organizations where there is a lot of bureaucracy which limits or crushes the ability to make incremental changes. With little barriers, it allows decisions to go quickly from ideas to implementation with the understanding it might fail but at least it is tested in the field. Failing quickly and pivoting is essential in making changes from the "norm" to find new ways to achieve goals.  – Jeff Black, Senior Vice President Relationships. I’m grateful for the people I can bounce ideas off of, ask for help from, share a laugh with during stressful moments and count on when it matters most. Having those genuine connections makes all the difference.  – Nikki St.Martin, Vice President In this season specifically, a company that supports a work/life balance and flexibility. With small children, finding a company that understands, values and appreciates that you are a busy mom outside of work is so important. I know when I look back and my kids are grown, I won’t regret the sacrifices I made in my professional life to be present in theirs.  – Shelby Punke, Recruiter Having a robust and diverse network of insurance professionals, having leadership support and being able to mentor younger professionals starting in their career is something I’m grateful for in this season.  – Karen Lopez, Assistant Vice President In this season of my professional life, I'm most grateful for a super supportive team. On our Executive Search team, we always like to say that “teamwork makes the dream work,” and we really live that daily. My work is better because of the support of everyone on our team.  – Gillian Gryz, Researcher In this season of my career, I’m grateful to be in a role where my work truly matches my purpose. Being at Jacobson feels like I’m exactly where I’m supposed to be—connecting great leaders with great organizations and helping shape the future of the insurance industry in a meaningful and inclusive way. I’m also grateful for all the opportunities the insurance industry has afforded me. Although I’ve made several pivots throughout my career, I’m proud to be in a place where I can continue to grow and evolve professionally, while still being present for my family.  – Brett Carter, Vice President and Managing Director In what ways do you think expressing gratitude contributes to effective leadership? Everyone wants to feel appreciated and know that their contributions matter—regardless of whether it’s part of their job or not. Taking the time to thank someone directly, recognize them in a team meeting or highlight their efforts through a company awards program goes a long way. People are more engaged and motivated when they feel valued, and they’ll go the extra mile for a leader who genuinely appreciates them. – Nikki St.Martin, Vice President Far too many leaders adhere to the Don Draper quote from Mad Men, 'that’s what the money is for.' I feel it is a requirement for a leader to catch people doing the right thing, let them know you appreciate what they are doing, and share the positive impact it has on others. Among the many hats a leader needs to wear, that of a cheerleader is crucial to success.  – Jeff Blair, Senior Vice President Expressing gratitude keeps me grounded and connected. It reminds me to see people clearly, acknowledge their contributions and lead with humility instead of ego. When I show genuine appreciation, it builds trust, strengthens relationships and creates space for others to do their best work. Gratitude centers me, sharpens my presence, and makes my influence less about authority and more about creating wins for everyone.  – Brett Carter, Vice President and Managing Director How have you grown through mentorship - either as a mentor or mentee? As a mentor/supporter, I’ve learned to ask more questions. Not only can I learn more, but it forces me to be a better listener. Additionally, I run into many situations I’ve not previously encountered, allowing me to problem solve alongside my mentee – we are learning together. – Karen Lopez, Assistant Vice President Teaching and mentoring have become the most powerful tools for my own growth. To teach others is to teach thyself.  – Cody Fincher, Client Advisor Mentorship has taught me that it’s less about having the answers and more about creating space for others to find their own. Every conversation reminds me how much we learn by supporting others.  – Michelle Velto, Assistant Vice President Who is at your career table? My career table has grown to encompass more technology innovation, project management, and process documentation. Knowing my interests were developing this way, my manager encouraged me to work across departments to find opportunities to do the things I was interested in. As a result, I’ve cultivated relationships with other members of the organization who can benefit from my expertise, as well as help me grow into new areas. I’ve been really fortunate to get to experiment a lot, while learning a lot of new things, and this supports my next chapter in operations.  – Ann-Marie McManaman, Enterprise Reporting and Administration Leader While your career harvest is unique to you, it’s shaped by the mentors you've encountered, the risks you've taken, and the relationships you've intentionally cultivated along the way. This giving season, we encourage you to not only take stock of what you've achieved, but also to express gratitude to those who've had a seat at your career table. Sometimes the simplest gesture of appreciation can plant seeds for future growth, strengthen vital connections and remind us that success is rarely a solo endeavor. Here’s to a bountiful harvest - today and in every season of your career!

Time Well Spent: Unlocking Productivity and Aligning Your Team

Effective time management has long been a key differentiator for the most productive teams. Explore ways to enable your team members to work at their highest potential.

6 Common Resume Mistakes That Turn Recruiters Away

When it comes to landing your next role, today’s recruiters are looking at the complete picture of who you are professionally.  However, your resume and LinkedIn presence often create the first impression. Understanding what catches a recruiter’s eye (for better or worse) can make the difference between moving forward in the interview process or being passed over entirely. Below are common mistakes and potential “red flags” that could cost you opportunities—as well as insider tips on how to avoid them.  Vague Job Histories One of the most common mistakes we see on resumes are vague descriptions of candidates’ past roles. Simply listing "director of underwriting" without further context tells a recruiter very little. What type of underwriting? What were your key achievements? How large was your team? Recruiters need concrete details to understand your experience and assess whether you’re qualified for their open role. Use your resume to tell the story of what you did, how you did it and the impact you made. Too Much (or Not Enough) Content If you have substantial experience and accomplishments, don’t be afraid of a multi-page resume. However, make sure it is well-organized, easy to skim and ideally no more than two pages. Be strategic about what you include based on your career stage. For example, if you’re early in your career, internship experience is essential for your resume; but as you grow in your career and have more substantial and relevant experience, highlighting an internship may diminish your credibility. Typos and Inconsistent Formatting Nothing undermines a claim of “strong attention to detail” faster than typos and inconsistent formatting on your resume. Spell check every line; review formatting to ensure consistency in fonts, spacing, bullet styles and dates; and ask a trusted friend or family member to proofread with fresh eyes. Details matter and are often the first impression a recruiter or hiring manager has of your work quality. The same principle applies to your LinkedIn profile— make sure it’s polished, current and error free. Generic, One-Size-Fits-All Resumes Recruiters can typically tell if you’ve taken the time to tailor your resume to a role, and generic resumes rarely make it past the initial screening. Incorporate keywords from the job description and highlight the aspects of your background that are most relevant. When you customize your resume for a specific opportunity, you're able to help connect your background to the needs of the role and best represent yourself in that context. No LinkedIn Profile Not including your LinkedIn profile on your resume is a missed opportunity and increasingly, a “red flag” for recruiters. Your LinkedIn presence offers valuable context that a resume can’t fully capture. Recruiters use LinkedIn to assess whether you’re well-connected in your industry, the ways you engage with your professional community, and how you interact with colleagues and content. Are you attending or speaking at conferences? Do you share thoughtful insights? Are you congratulating coworkers on their achievements? These details paint a picture of who you are beyond the bullet points on your resume. Perhaps most importantly, LinkedIn helps recruiters verify the claims on your resume and get an overall sense of your professional demeanor. Make sure your profile is up-to-date and that it’s something you’d be proud for a recruiter to see. Unprofessional Online Activity While LinkedIn encourages engagement, be thoughtful about how you contribute. The LinkedIn news section, for example, is highly visible— any comment you leave on popular news stories will appear on your profile and be visible to your connections. Share your opinions and engage with content, but be thoughtful about taking strong stances on controversial or divisive topics that could alienate potential employers. Ask yourself: does this comment reflect the professional image I want to convey? Would I be comfortable with a hiring manager reading this? The goal isn’t to be inauthentic or silent on topics that matter to you, but rather to be strategic about where and how you engage in those conversations. LinkedIn is intended for professional use, and your activity there should promote—not undermine—your candidacy. Your resume and online presence work together to tell your professional story. When both are polished, detailed and thoughtfully curated, they can help open doors. Take the time to be intentional about how you present yourself and ensure you’re creating a positive and consistent professional image.

Q&A: Current State of the Insurance Talent Landscape

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.

Compass 18.4: Unlocking Productivity and Aligning Your Team

This quarter’s Compass feature article explores ways to enable your team members to work at their highest potential.

Polling Results: Aligning with Today’s Priorities

Insurance professionals at every career stage are being met with unique opportunities and challenges in today’s environment. Our LinkedIn audience has shared their approach to professional growth, recognition and more – from both the employee and employer perspectives. Below is a glimpse into their current attitudes, priorities and expectations. Despite economic uncertainties, insurance professionals remain open to new opportunities. An overwhelming 66% of respondents indicated they are very likely to explore a new job right now. In total, 77% are likely or very likely to explore a new opportunity, which represents a slight decrease from our 2023 poll when 81% were open to career moves. The impact for employers is two-fold, with a need to both focus on identifying and re-engaging these individuals, while ensuring they are competitive in recruiting outside talent. When it comes to professional development, building professional connections (38%) and participating in continuing education (37%) top the list of professional development goals for 2025. These are followed by seeking mentorship (15%) and other approaches (10%). As an employer, consider how you can support employees in their growth, whether it’s creating individualized development plans or helping facilitate connections within your organization.   With so many opportunities in the insurance space, it’s important for companies to have a clear understanding of what keeps people at their organization. Being recognized as top talent (35%) is the number one reason individuals would stay with their employer, followed by clear career paths (29%) and personalized development plans (24%). Take the time to identify and recognize your high performing individuals, while prioritizing open lines of communication around career pathing. While professional development and clear career planning are important to employees, 63% of respondents shared their company has no formal employee development programs in place. Of those that do have formal programs, 23% shared they are fairly basic and just 15% would consider them to be comprehensive. However, this is progress compared to 2022, when nearly three-quarters of respondents said their companies lacked any formal programs. Employers are adopting a more flexible approach to hiring, recognizing that past “red flags” may no longer pose an issue in the evolving environment. Employment gaps (8%) and lack of specific keywords (10%) are less of an issue, yet frequent job hopping is still seen as a concern by 39% of respondents. Forty-three percent shared that context matters when it comes to reviewing resumes.  For more insights from our LinkedIn Polls, view “Polling Results: Hiring and Engaging Talent in 2025.” To participate in future polls, follow us on LinkedIn.