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Latest Insurance Talent Perspectives

The Human Element of AI Transformation

Discover ways to effectively navigate through AI transformation. Only 4% of companies say they’re creating real value from their AI investments. The key differentiator is how well organizations manage the human side of implementation. 

Download the white paper to explore best practices for taking a human-focused approach as you lead through change.

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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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 dimmish 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.

Becoming Acquainted With the New Language of Work

Throughout the past five years, there’s been an influx of new descriptors around employees’ attitudes and actions related to work. Starting with “the Great Resignation”—a phrase coined by a Texas A&M professor in 2021 referencing the large exodus of employees post-pandemic— new terms have been steadily appearing in the news cycle and social media. Here’s a quick guide to some of the phrases we’ve been hearing more recently, and the trends they describe. Overall Workforce Trends There have been several labels put on the current state of the labor market. Many studies have shown low employee engagement rates and job satisfaction, often stemming from poor communication and direction from organizational leadership, a lack of clear purpose, and frustration with return-to-work policies. The Great Gloom: the overall drop in workplace satisfaction and employee engagement that has persisted since 2020 The Great Detachment: a cooling job market, combined with frustration toward current employers, leading employees to feel mentally and emotionally disconnected from their work, colleagues and organizations The Big Stay: the shift following “the Great Resignation” where employees are choosing to remain in their roles for longer periods of time Individual Attitudes and Actions Even when employees are disengaged, many remain in their roles due to economic pressures, limited job options or other personal constraints. These circumstances have given rise to new behaviors and approaches that reflect how professionals are managing work, stress and boundaries in today’s labor market. Quiet Quitting: mentally checking out of a job and performing the minimum requirements to reduce stress and avoid burnout, rather than physically resigning Resenteeism: the evolution of “quiet quitting,” where employees remain in their jobs begrudgingly due to feeling trapped by financial obligations, market conditions or other circumstances Career Cushioning: also stemming from “quiet quitting,” where employees build new skills to prepare for a potential job change amid economic uncertainty Quiet Vacationing: secretly taking time off to travel, while appearing to be online and “working” remotely E-presenteeism: the pressure to be constantly available, even outside of official working hours, driven by messaging platforms and the blurred lines of remote work Coffee Badging: a response to return-to-work mandates; briefly appearing in the physical office just long enough to be seen (often while grabbing coffee), before heading back to remote work Hiring and Interview Trends Today’s job market has also prompted new behaviors around hiring and job searching. Many professionals are prioritizing their work-life balance and personal commitments. Additionally, fewer in-person interviews can make the job search seem more transactional. Focusing on a positive candidate experience and setting clear and consistent expectations for a role is essential for hiring and engaging the right talent. Quiet Hiring: companies filling talent gaps by expanding existing employees’ responsibilities rather than hiring new staff Rage Applying: candidates applying to numerous jobs impulsively and without intention, often after a frustrating workplace experience Ghosting: candidates or employers suddenly ceasing all communication without explanation Quick Quitting: the pattern of employees quitting positions they’ve just started or held for under one year as they continue searching for “better” opportunities While some of these buzzwords are catchy, it’s important to recognize the shifts they represent in employee expectations and behaviors. By understanding these trends, leaders can identify potential issues early, support their teams more effectively and create more engaging work environments.

Employment Growth Expected: Q3 2025 Insurance Labor Market Study Results

The insurance industry labor market remains strong and stable, with moderate employment growth expected as we head into 2026. Our recent Q3 2025 Insurance Labor Market Study, conducted in partnership with Aon, revealed 86% of carriers intend to increase or maintain their staff sizes in the next 12 months. While the Bureau of Labor Statistics reported month-to-month employment fluctuations within the insurance carriers and related activities sector, these shifts are typical and do not signal a slowdown in the job market.  Looking ahead, the industry is expecting continued, measured growth. More than half (53%) of companies intend to expand their teams in the next 12 months, up slightly from July 2024; while 33% plan to maintain their current headcounts. The primary driver of growth is expansion into new markets, followed by anticipated increases in business volume. At the same time, 14% of companies expect workforce reductions—unchanged from one year ago—with automation, reorganization and overstaffed areas cited as the main triggers. However, only about 1% of companies plan to reduce staff by 10% or more.  Technology roles remain the insurance industry’s top talent need, followed by underwriting and claims. Among companies planning to hire, more than three-quarters of companies said they’re most in need of experienced professionals, followed by entry-level individuals at 20% and executives at 4%. For those new to the workforce, entry-level positions are most in demand within operations (44%), claims (29%), and accounting (24%). At the executive level, the greatest hiring need is anticipated in actuarial (8%), followed by operations and sales/marketing at 7%.  Recruiting difficulty has eased slightly in nine of 12 functional categories compared to last July. Nevertheless, most positions are still considered at least moderately difficult to fill, with actuarial, executive and analytics roles remaining the most challenging. Additionally, twelve percent of companies reported their ability to hire talent has become more difficult over the past year.  Flexibility remains a top priority for many professionals. Seventy-eight percent of companies shared that most of their employees work a hybrid model (44% one to two days in office; 34% three to four days in office). Despite employee expectations for remote work, only fifteen percent of organizations said the majority of their staff are fully remote, down from 24% in July 2024. Meanwhile, in-office work is on the rise with 8% of companies reporting most employees are in the office full-time—double what was reported one year ago. The vast majority of companies do not plan to change their work models in the next six months. Among the few making adjustments, most intend to require more in-office presence.  If you’re looking for a new role in this competitive job market, being prepared for your interview helps you stand out among other finalists. Read our blog post, "Interview Prep: A Checklist" for a guide to putting your best foot forward, while also gathering the insights needed to decide if the company and the role are right for you.  The Q3 2025 Insurance Labor Market Study took place from July 7 through July 27, with participation from insurance carriers across all industry sectors. The semi-annual survey collects and examines data on insurance industry hiring, as well as revenue trends and projections. For more insight on the industry’s hiring plans and additional labor market trends, view the full report. 

Jacobson Employee Spotlight – Q3 2025

We are thrilled to announce The Jacobson Group has again been named to Business Insurance's list of the Best Places to Work in Insurance! At Jacobson, we’re dedicated to our team members’ growth and success throughout all stages of their careers, and are honored to be recognized as a workplace where employees can thrive. In this employee spotlight, we’re proud to highlight three outstanding team members whose dedication and character help drive Jacobson’s success. Toya Vincent Contract Administrator, 3 years 9 months at Jacobson Hometown: New Orleans, Louisiana Alma Mater:  Herzing University - MBA Describe Your Role: I support our contracts and legal department, including ensuring compliance with contractual obligations by tracking, monitoring, reporting and sharing this information within the organization. Favorite Restaurant: True Food Kitchen In Your Time at Jacobson, What Has Been Your Favorite Project?  Either when we created Contracts and Legal or IntelAgree pages for our Jacobson intranet. Last Show You Binged: "Grey's Anatomy"  Who or What Inspires You To Excel in Your Role? My kids, River and TJ You Are Happiest When You Are: Living in the moment Describe Jacobson in three words: Fun, family oriented and flexible Joanna Kruzel Assistant Vice President, 3 years 11 months at Jacobson Hometown: Justice, Illinois Alma Mater:  University of Illinois at Chicago Describe Your Role: I partner with leaders across the insurance industry to understand their talent needs and deliver tailored workforce solutions. As a thought leader, I also speak at industry events, share market insights, and actively contribute to shaping the future of insurance talent. Last Movie You Watched: I recently watched My Oxford Year on Netflix. Advice for Newcomers to the Industry:  Stay curious and never hesitate to ask questions. The insurance industry is constantly evolving, so it’s important to educate yourself and build meaningful connections by networking within the field. Random Fact: I have a Shiba Inu named Nismo. Shiba’s are the dog breed most closely related to wolves, so he brings just the right mix of charm and wild energy. If You Won the Lottery, What Is the First Thing You Would Do? I’d move back to Tennessee and buy a big farm where we could enjoy peace and nature. A place to relax, raise some animals, and just soak in the peaceful country life away from the city hustle. Karrie Ruch Recruiter, 6 years 11 months at Jacobson Hometown: Byram, New Jersey Alma Mater: I attended Middlesex College and Johnson & Whales University. Describe Your Role: I identify, attract, and place qualified candidates in roles that align with client needs across the insurance and healthcare industries. My responsibilities include sourcing and screening talent, formatting and presenting resumes, writing compelling candidate pitches, and coordinating the hiring process between clients and candidates. Last Show You Binged: "The Chosen"  Advice for Newcomers to the Industry:  Build relationships! Favorite Food: Mexican Who or What Inspires You To Excel in Your Role? I’m inspired by the challenge of finding and placing “purple squirrels”, those rare, hard-to-find candidates with the exact skills and experience clients need. What drives me in my role is the ability to dig deeper, think creatively and connect exceptional talent with the right opportunities. You Are Happiest When You Are: My happiest moments are often the simplest, sitting outside in the sunshine. If You Won the Lottery, What Is the First Thing You Would Do? Build a new school for my kids and free athletic facilities for my community. View previous editions of our Employee Spotlight. For monthly Employee Spotlights, follow our Facebook page. 

September 2025: Labor Market PULSE

Industry Experiences Job Losses While Unemployment Drops One Full Point AT-A-GLANCE NUMBERS Unemployment for the insurance carriers and related activities sector decreased to 1.3% in August. The insurance carriers and related activities sector lost 5,500 jobs in August. At more than 3 million jobs, industry employment increased by approximately 12,400 jobs compared to August 2024. The U.S. unemployment rate increased to 4.3% in August and the overall economy added 22,000 jobs. INDUSTRY HIGHLIGHTS On a year-to-year basis, July* insurance industry employment saw job increases in agents/brokers (up 2.3%), title (up 1.7%), property and casualty (up 1.6%) and TPAs (up 0.4%). Meanwhile, jobs decreased in life/health (down 2.0%), reinsurance (down 1.3%) and claims (down 0.5%). On a year-to-year basis, July* saw weekly earnings increases in all categories: property and casualty (up 9.0%), agents/brokers (up 6.9%), title (up 6.7%), TPAs (up 5.1%) and claims (up 3.5%). ** Within the larger finance and insurance sector, job openings increased to 311,000 for July*. Both voluntary quits and retirements remained at stable levels for finance and insurance in July. The rate of hires within finance and insurance is tracking ahead for 2025 (at 2.2%) compared to 2024 (2%) and 2023 (1.9%). Notes: Adjusted employment numbers for July show the industry saw an increase of 7,900 jobs, compared to the previously reported decrease of 8,100 jobs. 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.

Retaining Your Top Talent in Today’s Market

High performers are generally 400% more productive than average contributors and are able to make the greatest company-wide impact. Explore ways to identify and retain your most impactful employees.

Overcoming Today’s MPL Talent Challenge

Jacobson's Jeff Blair recently authored a featured article for Inside Medical Liability on overcoming today's MPL talent challenge. 

The Best Insurance Companies to Work for in the USA | Top Insurance Employers

A recent Insurance Business Magazine article quotes Jacobson's Corey Pinkham, highlighting that the best insurance companies to work for place a true emphasis on the employee experience.