Insights

Latest Insurance Talent Perspectives

Q3 2026 Insurance Labor Study Results

Explore staffing projections and hiring plans for the U.S. insurance industry for the next 12 months.

Download the results from the Q3 2026 iteration of The Jacobson Group and the benchmarking division of Aon’s Strategy and Technology Group’s Semi-Annual U.S. Insurance Labor Market Study. A valuable industry tool, the study examines data collected on insurance industry hiring and revenue trends and projections.

Taking a Strategic Approach to AI Implementation

The insurance industry is evolving, with AI being incorporated into several areas from operations to claims, customer service, underwriting and more. However, as insurers navigate AI and determine where it can make the greatest impact, knowing where to start can be a challenge. Organizations must be prepared and intentional about helping their teams embrace AI, while creating parameters that help reduce potential risks.

If your team is aiming to integrate AI into its operations, it is important to take a disciplined and structured approach. Read our blog post for six phases to ensure you’re best positioned for successful AI adoption.

Explore Our Full Thought Leadership Library

  • Reset

Professional References: Choosing and Preparing the Right Individuals to Make an Impact

Your professional references are often the last voices a potential employer hears before deciding whether to extend a job offer. A strong reference reinforces the positives they saw throughout your interview process, while a weak one may leave them questioning your candidacy. No matter how many times you’ve provided references, taking the time to ensure you’re making the most of this ask can determine whether you’re offered the position. Choose people wisely. The most impactful references have worked closely with you and can speak to various aspects of your work. Former managers are usually expected and can vouch for your results, growth and professionalism with a specificity that carries substantial weight. You may choose to also include peers who worked alongside you for additional insight around your work style. Ideally, aim for three individuals, plus a backup or two, who offer a mix of perspectives. Consider these points as you curate your list: Choose people you’re confident will speak highly of you. When possible, select references based on the role. For example, someone who saw you lead cross-functional initiatives and teams is better equipped to speak to your potential in a leadership role than someone who knew you in a narrower capacity. If most of your career has been at one organization, consider colleagues from other departments, mentors, or clients and partners who relied on you. If it’s early on in your career, a professor or internship supervisor is likely able to speak to your reliability and work ethic. Leave your current employer off, unless there’s a specific reason to include them, such as a transition that’s already been disclosed. Confirm contact details. Verify you have their current phone number and email address before sharing with potential employers. Ask first. Before you list someone as a reference, make sure you ask. Not only is it a courtesy, but you also don’t want to risk someone being caught off guard and unprepared. Depending on your relationship, this may be by email, text, LinkedIn or phone call. Share the role and company you are applying to, the name and title of the person who will likely contact them, and when they can expect to be contacted. Even before you need a reference, make it a habit to keep lines of communication open with past managers and colleagues. Reaching out every few months – even if it’s a comment on their LinkedIn posts – can help make future asks easier.  Provide the necessary context. Do as much of the work as possible for your contacts. People are busy; offering specific details and thought starters will help them be prepared and best able to highlight your attributes. Provide the job description for the role you’re hoping to land, so they know what the employer is evaluating. Recap your time working together: your position title, the dates you were employed, and a project or two you worked on at that organization. Share two or three of the strengths you demonstrated in your position, and how those will be beneficial to the role. Mention anything the employer may inquire about, such as a career pivot, a gap or a skill you’re stretching into. Close the loop and follow up. After your references have been contacted, make sure to follow up. Show your gratitude with a thank you note. Let them know how things turned out. Your references invested time and energy into your interview process and sharing the outcome is not only courteous, but it gives another reason to connect. Offer to return the favor to show the support goes both ways. References are more than just a formality at the end of an interview process. In some cases, final hiring decisions are dependent on them. By approaching them with the same intention and care you bring to the rest of your professional journey, you’ll be best set up to secure your next role.

Taking a Strategic Approach to AI Implementation

The insurance industry is evolving, with AI being incorporated into several areas from operations to claims, customer service, underwriting and more. However, as insurers navigate AI and determine where it can make the greatest impact, knowing where to start can be a challenge. Organizations must be prepared and intentional about helping their teams embrace AI, while creating parameters that help reduce potential risks. Even within the same company, leadership, employees and even corporate boards may have different expectations and definitions of success when it comes to AI adoption. More than one-third of CEOs feel their boards overestimate what AI can replace and 60% feel boards are too impatient with the pace of transformation. At the same time, 76% of executives think employees are enthusiastic about AI, while just 31% of individual contributors agree this is true. Aligning on goals, strategy and success metrics is essential. If your team is aiming to integrate AI into its operations, it is important to take a disciplined and structured approach. Below are six phases to ensure you’re best positioned for successful AI adoption.   Assess and align your stakeholders. The first step of your implementation journey involves determining how AI can provide the greatest value within your specific organization. Identify friction points and operational bottlenecks across workflows, where AI can deliver immediate efficiency gain. Once you’ve pinpointed these areas, set clear business goals, establish your baseline and determine measurable success metrics, such as lowered costs or reduced cycle times. Prior to moving forward, gain executive and board buy-in, clearly addressing how incorporating AI will move the needle toward achieving larger business goals. Establish governance and prepare your data. Lay the groundwork for successful implementation by defining and establishing clear AI governance for your organization. This includes guidelines for model transparency, bias testing, audit trails and vendor oversight. At the same time, ensure your workflows align with NAIC guidelines and any state-specific AI regulations. Finally, clean and secure your data to ensure you’re operating on a solid and reliable foundation from the start. Build your team. As with any project or transformation, having the right individuals in place is essential. Determine your talent needs across data analysis, technology, and AI-savvy underwriting and claims roles. Train and upskill your workforce early to build confidence and comfort with new tools. Additionally, be proactive in identifying current and future skill gaps that may arise. Once you’ve pinpointed these areas, determine where you will develop these skills internally and where you will need to bring in external talent, whether through interim expertise or new hires. Start with a high-impact, low-risk use case. Before rolling out a full-scale program, run a pilot in a controlled environment to gather user feedback and optimize the process. Select one high-impact, yet low-risk workflow to test, such as claims triage or document extraction. Define your success metrics and benchmarks, like cycle time or cost savings, before launching the pilot. Use this as an opportunity to test, learn and refine prior to launching on a larger scale. Scale what works. Following a successful pilot, you are ready to roll out proven AI tools across other departments in manageable and structured phases. Update standard operating procedures and provide your workforce with documents and training to help them most successfully embrace and adapt to the new workflow. As part of this, ensure you’re monitoring user adoption, operational performance and compliance on an ongoing basis, while continuing to ask for feedback. Measure results and continue to evolve AI use. Track the ROI of your program to ensure it’s providing the value you anticipated within your initial assessment. Adapt your governance and compliance policies regularly as tools, risks and regulations evolve. Most importantly, continue to adapt and innovate. Encourage a culture of learning and improvement to stay ahead of market trends. In today’s environment, most insurance leaders are feeling the pressure and hype around implementing AI tools. However, taking the time to be strategic and thoughtful will set your team up to make the greatest long-term impact. Curious where your organization falls in its AI-readiness? Take our online assessment to find out: https://www.surveymonkey.com/r/3TSLS92.

October 2026: Labor Market PULSE

AT-A-GLANCE LABOR MARKET NUMBERS Unemployment for the insurance carriers and related activities sector decreased to 2.1% in September. The insurance carriers and related activities sector lost 2,300 jobs in September. Industry employment decreased by approximately 76,000 jobs compared to September 2025. The U.S. unemployment rate increased to 4.2% in September and the overall economy gained 29,000 jobs. INSURANCE INDUSTRY HIGHLIGHTS On a year-to-year basis, August* insurance industry employment increased in reinsurance (up 3.3%) and title (up 1%). Job decreases were seen in claims (down 19.3%), life/health (down 3.3%), TPAs (down 2.6%), property and casualty (down 1.9%), and agents/brokers (down 1.3%). On a year-to-year basis, August* saw weekly earnings increases in agents/brokers (up 5.6%), claims (up 4.9%), and property and casualty (up 2.3%). Earnings decreases were observed in TPAs (1.4%) and title (0.3%). 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 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.

Interview Questions that Make an Impact

As a hiring manager, making a judgement about someone’s fit and potential for success in a role within a short timeframe can be challenging. It’s important that every touch point and question during the interview process provides insight beyond the resume and helps bring an individual’s strengths, attitudes and work styles to life. We asked a few of our team members to divulge their favorite interview questions and share why they are worth asking. Based on what you know about this organization and what you know about the role, which of your skills do you think will allow you to come in and make the most impact? This question helps directionally guide my understanding of how an individual sees themself coming in and immediately contributing. It also uncovers how this individual thinks and the competencies that will allow them to make an impact. It doesn’t mean every individual comes in with all the tools necessary, but does show how an individual sees themself being successful in the opportunity.  – Lavezz Middleton, Managing Director What is something you used to believe early in your career that you now think is completely wrong? I like this interview question because there are no rehearsed answers for it and it truly shows somebody’s capacity for growth.  – Jack Walsh, Managing Director Tell me about a time you had to make a decision without all the information you would want. This really helps me understand their judgment – especially when there’s ambiguity. – Michelle Velto, Vice President If you had a year off work – all bills paid – what would you do with your time? I love this question because I think it truly shows where a person’s heart is, what their interests are and who they are as a person. It tells you way more than a resume ever could. – Alexandria Van Riper, Senior Recruiter What titles and roles are you open to considering? This question allows me to shift focus from just what is on a candidate’s resume and really learn about where they want to go in their careers, as well as their interests. When I ask this question, it opens up a conversation and it can help direct me to other opportunities that might be a better fit that they hadn’t initially considered. For me, recruiting is not just about finding candidates jobs, it’s about connecting them with roles where they are able to grow and succeed.  – Morgan Falck, Senior Recruiter Throughout your career, what is one thing you’ve learned about yourself that you’re most proud of? I love this question because it feels simple and conversational; however, it can reveal a tremendous amount of information about someone. You can uncover their level of self-awareness, authenticity, humility, what they value, emotional intelligence, leadership maturity, how they define success – and that’s just for starters. – Brett Carter, Managing Director How did you enter the insurance industry? We speak with executives at all levels, and you would be surprised the last time some of them have been asked this question. I really enjoy seeing them light up and share their story whether it was a networking experience or that their parents were in insurance. Sometimes they’re realizing “Wow, I’ve really been in the industry for some time,” or appreciating how much they’ve grown along the way. It’s a fun story to share.  – Tyler Thompson, Executive Search Senior Associate The right interview questions help open up conversations and pull out the insights and details that enable you to gain a more holistic view of a candidate. For more on ensuring your interview process is as effective as possible, view our recent blog on optimizing your interview timeline.   Share your favorite interview questions with us on LinkedIn.

Q3 2026 Insurance Labor Market Study Results: Modest Growth, Cooling Turnover

Our Q3 2026 Insurance Labor Market Study results are in and offer valuable insights into the current state of the job market. This semi-annual study, conducted in partnership with Aon, has provided a pulse on insurance carriers’ hiring and revenue plans for nearly two decades. As we move through the second half of 2026, the industry anticipates limited growth, remaining relatively stable. During the next 12 months, 49% of companies plan to add staff (4 points lower than this time last year) and 40% expect to maintain their current headcounts. However, just 11% of companies plan to decrease staff, down from 14% one year ago. Growth continues to be driven by increased business volume and expansion into new markets, while automation is cited as the primary reason for reductions, followed by overstaffing and internal reorganization. Technology roles remain the most in demand for insurers, with underwriting and claims close behind. Overall, carriers shared they are most likely to add experienced professionals (78%), while roughly one in five are most in need of entry-level hires. Based on the data, new entrants to the field will find the most opportunities within operations (48%), claims (28%), underwriting (23%) and product management (23%). Carriers are most in need of experienced talent in analytics (94%), compliance (92%) and accounting (86%). Compared to last July, recruiting difficulty dropped in nine of the study’s 12 job categories. Actuarial, technology and executive positions remain the most challenging for carriers to fill, with operational roles seeing the least amount of recruiting difficulty. Employees are also choosing to stay their roles longer, with voluntary turnover falling 1.6 points on a 12-month basis and 0.7 points on a six-month basis compared to July 2025. Hybrid work remains the norm (74%) and just 4% of carriers plan to increase in-office requirements in the near future. Eighty-six percent of carriers offer flexible hours, consistent with the past three years. Overall, the industry seems to be settled into its long-term working environments. While measured growth is anticipated in the coming year, companies are likely to focus on backfilling current positions and bringing in new talent with specialized skills and competencies. If you’re looking to make a move in the next year, it’s essential to take a thoughtful and strategic approach. Read our blog post, “Standing Out in Today’s Job Market,” for tips to set yourself apart from the competition. The Q3 2026 Insurance Labor Market Study took place from July 6 to July 26, with participation from insurance carriers across all industry sectors. For more insight on the industry's hiring plans and additional labor market trends, view the full report.

5 Considerations for Successfully Onboarding New Directors

Explore key considerations for building an onboarding program that sets new directors up for success, from dividing responsibilities and sharing essential context to fostering key relationships and sustaining a culture of ongoing learning.

Creating an Exceptional Employee Experience

The International Insurance Society published an article authored by Jacobson CEO, Corey Pinkham, discussing ways to create a positive employee experience. 

Insurers Plan Modest Hiring Growth As Actual Job Gains Fall Short Of Forecasts

Nearly half of insurance companies expect to add staff over the next 12 months, but headcount growth over the past year trailed projections, per The Jacobson Group and Aon.

Retention and Succession Planning in the Age of AI

Jacobson's Lavezz Middleton authored a feature article for Inside Medical Liability discussing retention and succession planning in the age of AI. 

Standing Out in Today’s Job Market

In today’s job market, it can be hard to stand out – even for the most qualified candidates. Hiring has slightly slowed over the last few years and AI is contributing to an influx of applications. Recruiters are now sifting through an average of 242 resumes for any given role, translating to roughly a 0.4% chance for an individual to land the job. Whether you’re looking to make a move, angling for the next step in your career or even just starting out, making an impression in today’s market requires a thoughtful and strategic approach to advance through the initial stages of the recruiting process. Tailor your resume to each role. Especially in the age of AI, a generic resume that isn’t focused on the specific requirements and needs of a role is likely to get overlooked. Adjust your resume for each position you’re applying to, while also ensuring its content, format and structure are easy to understand and scan: Quantify your impact, rather than only listing responsibilities. As much as you can, highlight your accomplishments in a way that translates to future success for the specific role you’re seeking. Use keywords that are relevant to the position and/or in the job posting to assist in moving through any initial screenings. Keep it concise and professional. When possible, submit your resume as a PDF file so the formatting stays intact. Proofread closely to avoid any errors. Misspellings and misused words reflect a lack of attention to detail and may hinder you from advancing through the process. Be authentic. As AI writing tools become more common, it’s easy for resumes to begin sounding homogenous. Treat LinkedIn as a career asset. Having a professional and accessible presence on LinkedIn matters – especially in your job search. If a recruiter or hiring manager is interested in moving forward in the process, it’s likely their next step is to view your LinkedIn profile to gain a multidimensional understanding of who you are and how you interact within the professional landscape. Ensure you’re projecting the impression you want to make: Keep images and posts professional, saving more personal content for other social platforms. Highlight the progress you’ve made within your career, including promotions, awards, projects you’re proud of, professional designations, degrees and continuing education courses. Post on a regular basis and engage with your company, peers and the industry. Be positive in all interactions, encouraging those in your network with thoughtful comments when they celebrate milestones or post updates. Leverage your network. Whether it’s through LinkedIn or other networking opportunities, your connections can help you learn more about a role and potentially even get your name in front of the right people. If you’re not working through a recruiter and a contact’s name appears on a job listing, consider sending a personal LinkedIn message or email expressing your interest, ensuring your resume was received or asking a clarifying question about the role. Ask your current connections for introductions to employees at the companies you’re interested in. You never know what doors this may open. If you have a personal connection at the company, ask what they can tell you about the role or the team you’re looking to join. This could also lead to an introduction or recommendation that helps you become more than a name. Show enthusiasm. Putting in the time to do your research and build connections helps demonstrate you’re excited about a role and committed to the interview process. Whether you are submitting your initial application or preparing for an interview, be curious and genuine in your interactions.   Research the company, the role, and even the hiring manager and other key team members to provide yourself with background, so you’re not going into the interview blind. Dive into the organization’s website, social media pages and news releases to give yourself additional context for conversations. Tie comments back to current events and activities when appropriate. Respond promptly and communicate clearly in all correspondence; this reflects your communication style and what it would be like to work with you if offered the role. In your follow-up communication, be upfront about your level of interest and why you’re drawn to the role. Aim for a natural and professional tone, while making it concise and personalized. In a market where AI makes applying to a job easier than ever, the candidates who stand out are those who take a personal and human approach. By tailoring your resume to each role, doing your homework, leveraging your resources, and being genuine and responsive at all touchpoints, you’ll be best positioned to set yourself apart from the competition.

September 2026: Labor Market PULSE

AT-A-GLANCE LABOR MARKET NUMBERS Unemployment for the insurance carriers and related activities sector decreased to 3.1% in August. The insurance carriers and related activities sector lost 6,300 jobs in August. Industry employment decreased by approximately 75,400 jobs compared to August 2025. The U.S. unemployment rate remained at 4.1% in August and the overall economy gained 162,000 jobs. INSURANCE INDUSTRY HIGHLIGHTS On a year-to-year basis, July* insurance industry employment increased in reinsurance (up 3.6%) and title (up 0.3%). Job decreases were seen in claims (down 20.9%), life/health (down 4%), TPAs (down 2%), property and casualty (down 1.7%), and agents/brokers (down 1.1%). On a year-to-year basis, July* saw weekly earnings increases in agents/brokers (up 6.7%), claims (up 3.6%), title (up 2.4%), property and casualty (up 2.3%). TPAs decreased by 0.2%. 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 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.

Insurance Hiring Is Changing: What Emerging Professionals Need to Know

A new article from RISE Professionals discusses insurance labor market trends and what the results of Jacobson and Aon's Q3 2026 Labor Market Study mean for professionals and employers.