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Latest Insurance Talent Perspectives

Q1 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 Q1 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.

The Changing Face of Insurance Talent

Understand, support and develop the industry’s next generation of leaders.

Download the white paper for strategies to help your organization better understand emerging generations, foster meaningful mentorship and build a future-ready workforce poised to lead the industry forward.

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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Recruiter Report: Candidates and Relocation

The pandemic has caused a lasting shift in candidates’ work priorities. Even as physical offices begin to reopen, employers must adjust their expectations around recruiting and be more strategic and creative regarding requirements for a role. Our professional recruiting team speaks with candidates and insurers on an ongoing basis, keeping a pulse on the shifting environment. In this edition of Recruiter Report, we’re discussing a question we’ve heard frequently in the past few months: How likely is it a candidate will relocate for a position? Relocation has always been a hurdle, especially for the insurance industry. We’re working in a field where mitigating risk is a primary goal, making it difficult to avoid the inherent risk of a relocation. Even prior to the pandemic, candidates were weighing a number of areas against the benefits of relocating for a new position. Those with families have to consider the impact on their spouse’s current job and career, as well as how their children will be impacted. Moving away from family and friends, along with overall disruption to family life, can stand in the way of an otherwise perfect role being a viable fit. The pandemic adds additional elements of uncertainty. Buying, or even renting, a new home in today’s housing market is difficult, with soaring pricing and high demand. While the insurance industry has largely recovered from the pandemic’s impact, there’s also the underlying notion of “last one in, first one out,” that is often hard for candidates to shake, given the high personal stakes. At the same time, traditional working hours are a relic of our pre-pandemic past. Today’s insurance professionals have proven they can effectively work in virtual environments. Even those currently working locally or taking new positions without relocation want to continue working from home a majority of the time. What can employers do? Think creatively.Is relocation really necessary for the role? In today’s market, individuals are looking for flexibility and the option to work remotely. Rather than mandating relocation, consider other options, such as flying new hires in for onboarding and training. Following their initial introduction to your company, would asking them to come to the office once a month or quarter suffice? Think about the underlying reasons of why someone might need to relocate for the role and then determine if and how those needs could be met through travel or other creative solutions. Evaluate the market.It’s a competitive market in insurance. The unemployment rate is at pre-pandemic lows and organizations are vying for highly-skilled individuals who can move their teams into the post-pandemic reality. Often, we see companies assume they need to offer relocation if they aren’t seeing traction in their local markets. However, this may mean job descriptions and postings don’t resonate with the market, not that the talent doesn’t exist. Highlight flexibility and be prepared to make a competitive offer, recognizing that the ability to work remotely is now expected and no longer a unique perk. Generous or unlimited paid time off and flexible hours have become a top priority for many candidates. Make sure you’re offering competitive compensation and working with final candidates to understand what is most important to them in the position. While some individuals may be up for relocating, it’s likely you’ll hit some barriers when asking most established individuals to uproot their lives and families, especially given the effectiveness of remote work. Determine if relocation is truly necessary, recognize we’re in a competitive market, and move forward in a way that creatively meets the needs of both your organization and the candidate. For more from our quarterly series, view “Recruiter Report: Candidate Expectations and COVID-19.”

Building Loyalty Among the Executive Ranks

As insurers begin to reopen physical offices and adapt to the post-pandemic workplace, strong leadership and fluid strategies are key components for successfully moving forward. However, the industry’s talent landscape remains competitive, especially in terms of attracting and retaining those at the executive level. We’re seeing increased movement in the leadership ranks, as professionals who were delaying career moves due to the uncertainty of COVID-19 are exploring their options and evaluating their long-term career plans. Organizations must remain future-focused, build loyalty among leaders and their successors, and approach executive compensation through a new lens. Growing Competition for Talent Industry unemployment has reached pre-pandemic lows and insurers are competing for talent both inside and outside the industry. The Wall Street Journal reports executive pay increased in 2020 (in an analysis of the 300 largest U.S. public companies) despite the pandemic, largely due to equity awards and cash bonuses. Even within smaller organizations, executive pay increases are less than what individuals would receive if they took on a role with a new company. Insurtechs and other startups are vying for the experience and knowledge of seasoned insurance leaders and making substantial investments in the human capital that will build their organizations. While there’s risk associated with joining a startup, it’s often outweighed by the unique experience and substantial amount of equity these companies have to offer. Consider how your executive compensation package compares not just to other carriers, but to adjacent industries, and determine how you can adjust base salaries and incentives to be most appealing. Comprehensive Succession Plans Succession planning has been an industry focus for many years, due to the aging workforce, expanding mid-level talent gap and emphasis on leadership diversity. While many companies are developing succession plans for their CEOs and other key members of the c-suite, subsequent tiers of leadership must also be prioritized. High performers in the mid-level leadership ranks are primed to continue moving up within their organizations, eventually becoming trusted and effective executives with a wealth of historical knowledge and experience. Including them in succession planning and compensating them accordingly will help ensure a strong bench of talent is ready to take on both planned and unforeseen future needs. Clear Development Opportunities In addition to a broad and deep succession plan, ensure individuals both within and nearing the leadership ranks understand their value and long-term role within the organization. Work with them to build development plans that outline how they will progress to the next level, while providing necessary support and guidance. This could include executive coaching, assistance with executive MBA programs and structured mentorships with company leaders, among other tactics. Additionally, encourage open dialogue to better understand what would compel them to accept a position with another organization and how you can best meet any unfulfilled needs. Enhanced Rewards Ensure you’re giving individuals a reason to stay, leveraging both annual and long-term incentives. Design your incentive programs to serve as a performance reward and motivation tool. Seek feedback from your organization’s leaders to understand the perquisites they value and how you can continue to evolve your executive compensation program to be most relevant. By developing goals that support long-term and annual incentives, prioritizing talent management and embracing creativity, even smaller organizations can build compensation packages that are competitive across multiple industries. Flexibility The professional world’s shift to fully remote work will undoubtedly have a lasting impact on expectations around where and how work is completed. While most organizations will offer increased flexibility for employees, consider how you can create additional space for executives to recharge and find the balance necessary for peak performance. This could be in the form of unlimited PTO, sabbaticals to pursue other interests or the ability to work from another geographic location for extended periods of time. Ongoing Disruption Of course, physically going back to the office will not mean returning to the pre-pandemic work environment. Most employees have experienced fundamental shifts in priorities and values, both from professional and personal standpoints. New technology, enhanced automation and increased transparency are disrupting all industries. Encourage new ideas and processes within your own organization and evaluate the relevance of your total rewards program and compensation structure. Aim to disrupt yourself and lean into these changes proactively, before someone or something disrupts you. As the industry adapts to a new working environment and faces new challenges, retaining effective and agile organizational leaders is crucial. Competitive compensation programs, strong talent development and retention strategies, and enhanced succession plans are vital for staying ahead now and into the future.

Jacobson Employee Spotlight – Q2 2021

Each month, we highlight a few of our corporate employees from across The Jacobson Group as they share a bit about themselves and their roles. Get to know these individuals below. Learn about more of our Jacobson colleagues by viewing past editions of our Employee Spotlight here. For monthly Employee Spotlights, follow our Facebook page. MICHELLE VELTO Operations Leader, 15 years at Jacobson Hometown: Crown Point, Indiana Alma Mater: Indiana University Describe Your Role: As the operations leader, I oversee operations, processes and administrative functions for our executive search division. I also provide general admin support to our leadership team and coordinate travel for executive search candidates. What Motivates You? Knowing my job helps keep our team coordinated, effective and able to deliver quality work to our clients Jacobson in Three Words: Professional, Hardworking, Fun Ideal Lunch Break: Grabbing a salad, then taking a walk and eating outside on a sunny day Random Fact About You: I just beat breast cancer! ALEX BACZKOWSKI Business Development Coordinator, 2 years at Jacobson Hometown: Schererville, Indiana Alma Mater: Indiana University Describe Your Role: As a business development coordinator, I reach out to clients and prospects and set meetings for various projects. I also get to work on data and Excel projects, which is a fun aspect of the job for me! Favorite Thing About Jacobson: I get to experience working on projects with different departments and understand the business better. I also love our food events. Favorite Dessert: Cheesecake with fruit Ideal Weekend Plans: Random hiking road trips with my dog Bucket List Item: Visit New Zealand and hike DOUG BURBANK Staff Accountant, 5 months at Jacobson Hometown: Valparaiso, Indiana Alma Mater: Indiana University Describe Your Role: On a weekly basis, I handle Jacobson’s daily banking items, invoicing, and accounts receivable. I ensure customers get their invoices; and when we receive payment, I make sure it is accurate and ends up in the right place. Jacobson Superpower: I would have to imagine I’m getting close to mastering Excel. Favorite Movie: Lawrence of Arabia Ideal Lunch Break: Eating outside on warm sunny days and letting my dogs run around in the yard Bucket List Item: My wife and I would love to visit Italy and Greece. Looking to join these employees? View our corporate careers page here.

June 2021: Labor Market Pulse

Unemployment for the insurance carriers and related activities sector rose slightly in May to 2.5%. While the insurance industry as a whole has lost 15,000 jobs since February, the average unemployment rate for 2021 so far is a mere 2.3%. Property and casualty, and life and health carriers have seen the bulk of the job losses at 4,000 each. The job losses may be, in part, due to the difficulty carriers are experiencing filling positions given the low unemployment and the fact that the number of job openings in finance and insurance are increasing. While this is certainly something to watch, we’re optimistic the numbers will be less drastic once the final adjusted BLS numbers are released, as is often the case. The overall U.S. economy continued its slow, but steady recovery in May with the unemployment rate dropping to 5.8%. This is the lowest overall unemployment rate since pre-pandemic March 2020 at 4.4%. As the country continues toward its goal of being fully “open,” it’s likely work arrangements and differences in expectations between workers and employers will affect job openings, turnover rates and possibly even unemployment levels. AT-A-GLANCE NUMBERS Unemployment for the insurance carriers and related activities sector increased to 2.5% in May.  The insurance carriers and related activities sector lost 4,800 jobs in May. At roughly 2.8 million jobs, industry employment increased by approximately 16,300 jobs compared to May 2020. The U.S. unemployment rate decreased to 5.8% in May and added 559,000 jobs.   INDUSTRY HIGHLIGHTS On a year-to-year basis, April* insurance industry employment saw job increases in title (up 12.9%), agents/brokers (up 2.7%), claims (up 1.5%) and life/health (up 0.1%). Meanwhile, job decreases were seen for reinsurance (down 4%), TPAs (down 3.5%) and property and casualty (down 1.2%). On a year-to-year basis, April* saw weekly wage increases in reinsurance (up 13.1%), agents/brokers (up 4.2%), life/health (up 3.1%), property and casualty (up 2.8%), title (up 1.3%) and claims (up 0.5%). Meanwhile, wage decreases were seen for TPAs (down 1.8%).      BLS Reported Adjustments: Adjusted employment numbers for April show the industry saw a decrease of 9,400 jobs, compared to the previously reported decrease of 7,000 jobs. The BLS continues to revise numbers to be most accurate, which may contribute to inconsistencies, depending on when reports were pulled. *The BLS 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.

Prioritizing Potential to Build Future-Focused Teams

In this Carrier Management article, Brett Carter shares that instead of focusing on required degrees and years of experience, carriers need to reframe their thinking about recruiting and promotion.

Tips for Starting Your First Job: Insights from the Experts

As the school year ends, many new grads are starting their first professional positions. While internships and coursework have built a foundation for the professional world, there can be a steep learning curve for corporate culture and in-office best practices. We asked some of our recruiting leaders for their advice and tips to be prepared and put your best foot forward as you embark on your first role in insurance. Here’s what they had to say: Kelly Hudak, Lead Recruiter: There are a few ways to make sure your first day is as successful as possible. Arrive to the office early – or sign in early, if remote – to avoid unnecessary stress and ensure no technical issues cause you to run late. Dress the part; this likely means at least business professional for the first day. You can gauge the organization’s level of formality based on how your colleagues and superiors dress moving forward. Unless you’re using it for work, put your phone on silent. Most of all, show up ready to learn and make sure you’re listening and absorbing information to the best of your ability. Caitlyn Zarlengo, Recruiting Manager: The first few days and weeks in a new role can feel like information overload. Take notes and ask questions, but also give yourself some grace. Connect with your teammates and take time to become introduced, especially in a virtual environment. Consider scheduling virtual get-to-know-you sessions with a few colleagues at a time to allow you to spend quality time with your teammates and build your professional working relationships. Chrissy Wolf, Senior Recruiter: Especially in the remote environment, the key to success is over-communicating and checking in with your team daily. Things can easily get lost in translation if you are not proactively staying in close touch with your colleagues. Jessica LaFountain, Supervisor, Research and Recruiting: Stay curious! It is so important when you begin a new job to ask questions if you don’t understand a process or concept. Going along with that, many companies have their own terms or lingo they use internally. If there is something you hear and you don’t understand, ask. Gillian Gryz, Team Lead, Research: Be open and friendly. Try to make connections with people on your team, on both a personal and professional level. Getting to know the individuals you’re working with can make work more fun. From a professional standpoint, you’ll also better understand everyone’s communication and work styles. This can help you determine your own communication style, while enabling you to pick up tips from your colleagues on how to effectively approach your work in ways you may not have thought of otherwise. Starting a new position can be exciting and sometimes intimidating. For additional tips on excelling in your role, check out our posts on creating a virtual personal brand, setting meaningful career goals and being effective on Zoom calls. Welcome to the insurance industry!

Prioritizing Potential to Build Future-Focused Teams

Published in Carrier Management As the business climate continues rapidly evolving, teams need a variety of skills and adaptability to be successful. Organizations must shift their recruiting and talent functions to seek diverse, qualified candidates to accommodate for the industry's future needs.

2021 Mid-Year Actuarial Trends

The past several months have brought on many changes for insurers. Within the actuarial realm, the ability to adapt to shifting regulations and structures has become vital and new skill sets are setting the most successful individuals apart.

May 2021: Labor Market Pulse

The insurance industry saw the unemployment rate fall to just 2% in April, its lowest since March 2020 and comparable to 2019’s pre-pandemic numbers. The Bureau of Labor Statistics also reported a loss of 7,000 insurance jobs; however, it’s likely these numbers will be revised in subsequent months’ reports. The overall U.S. economy saw unemployment remain relatively flat and added 266,000 jobs; unfortunately, this is far from the 1 million job increase many economists were anticipating. Conversely, we’re feeling an uptick of activity in the industry, as insurers focus on their next steps, move forward with new technology and automation, and begin to orchestrate returning to the office. At the same time, there’s a renewed emphasis on effectively managing hybrid teams in a way that respects alternate work schedules and accommodates individual comfort levels and needs. AT-A-GLANCE NUMBERS Unemployment for the insurance carriers and related activities sector decreased to 2% in April.  The insurance carriers and related activities sector lost 7,000 jobs in April. At roughly 2.9 million jobs, industry employment increased by approximately 21,900 jobs compared to April 2020. The U.S. unemployment rate increased to 6.1% in April and added 266,000 jobs.   INDUSTRY HIGHLIGHTS On a year-to-year basis, March* insurance industry employment saw job increases in title (up 8.8%), claims (up 3.3%), agents/brokers (up 1.8%) and life/health (up 1.5%). Meanwhile, job decreases were seen for reinsurance (down 4%) and TPAs (down 3.6%). Property and casualty did not change. On a year-to-year basis, March* saw weekly wage increases in reinsurance (up 15.3%), property and casualty (up 6.7%), agents/brokers (up 5.5%) and life/health (up 5%). Meanwhile, wage decreases were seen for claims (down 1.6%), TPAs (down 0.8%) and title (down 0.7%).      BLS Reported Adjustments: Adjusted employment numbers for March show the industry saw an increase of 9,600 jobs, compared to the previously reported increase of 11,200 jobs. The BLS continues to revise numbers to be most accurate, which may contribute to inconsistencies, depending on when reports were pulled. *The BLS 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.

10 Ways to Energize Your Employees

In this Independent Agent article, Brett Carter explores ways to create a virtual work environment that retains and energizes employees throughout all career stages.

10 Ways to Energize Your Employees

Published in IA Magazine: With an abundance of opportunities available for top talent, employers are faced with the challenge of engaging and energizing their employees to decrease the risk of losing them to a competitor. From new hires to tenured professionals, it's essential to cultivate a meaningful employee-employer dynamic to maximize long-term impact.

7 Questions to Ask to Help Gauge Company Culture

While most professionals have been working remotely for more than a year, it’s likely those aiming to make a career move are facing a fully remote interview process for the first time. In this new virtual journey, candidates must reevaluate how to make a positive, lasting impression, while also determining whether a position and company are a good culture fit. Without the ability to physically visit an office and experience its energy and employee interactions first-hand, how can prospective hires effectively gauge company culture? Outside of job responsibilities and day-to-day tasks, your success and overall satisfaction with a new role is also dependent on factors such as manager and co-worker relationships, available support, empathy, and opportunities for growth and development. Even though the interview process may take place through a screen, asking strategic questions and being aware of non-verbal cues can provide a more realistic view of what it would be like to work for an organization. The interview is a two-way street, and it is your chance to make sure your values and expectations around culture align with the company’s. If you are currently looking for a new role, here are a few questions to ask throughout the interview process to gain insight on a company’s culture. What are examples of ways your company values are demonstrated on a regular basis? Why Ask It? Your pre-interview research should include reviewing a company’s mission, vision and values. Yet, while it’s easy to put something on paper, how these values are demonstrated outwardly can be much more telling. In what ways would the responsibilities and expectations of your potential role reflect these values? How does leadership instill these values within the organization? How have your views on flexible work arrangements evolved in light of the pandemic? Why Ask It? Most companies have shifted their outlook on flexible work arrangements in the past year and 75% of professionals would give up at least one other benefit to have flexibility around where they work. While this shouldn’t be the first area you discuss in an interview, it is a valid topic and vital for accurate expectation-setting. In addition to understanding boundaries in hours and location, the response to this question can provide insight into ways the company has supported and adapted to the shifting needs of its employees. How does your team (and organization) celebrate success? Why Ask It? Celebrating company, team and individual wins is a key factor in maintaining an engaged and vibrant workforce. Do your potential teammates acknowledge the successes of their colleagues? Does the company celebrate its employees’ contributions toward reaching enterprise-wide goals? In what ways do managers and teammates show their appreciation for a job well done? This insight can help you better understand the value an organization places on its employees and their contributions. Additionally, you can gauge the company’s ability to adapt and transform these programs for the virtual environment. How has your company dealt with and moved on from failure? Why Ask It? Failure is inevitable, but how company and team leaders manage and work through failure reflects on their management styles and overall resilience. Asking questions around failure will help uncover how teams learn from past lessons and incorporate changes to more effectively move forward. Additionally, this can provide a glimpse into how leaders reengage individuals and boost morale following challenges and setbacks. How is feedback typically given and received? Why Ask It? Different teams and managers often have varying approaches to feedback. By inquiring about the frequency and nature of these conversations, you can better understand what to expect as a future employee. Is feedback given and received freely, and in a constructive and supportive way? Or, is it less dynamic and saved for annual reviews? Frequent and direct feedback provides ongoing opportunities for employees to do their jobs better and become more confident in their skills. At the same time, recognize whether managers actively seek input from their employees to better tailor their own approach and effectiveness. In what ways have you prioritized DEI? Why Ask It? A strong commitment to diversity, equity and inclusion is more important than ever. Yet, while many companies value DEI, they haven’t invested in the framework and leadership necessary to impact change. Asking questions around what organizations have already done to ensure an inclusive and equitable workplace, as well as their next steps and aspirations, can provide valuable insight into their long-term vision. How does your company support professional development and career growth? Why Ask It? The possibility of a new role may seem exciting; however, it’s important to also consider where you want to be in one, five and 10 years. Is the organization prepared to provide support as you advance in your career? Do they currently assist with additional training, applicable courses or continuing education opportunities? Are there formal mentorship programs you may be able to participate in? Consider the potential for ongoing growth with the company and how development is woven into its culture. While these and similar questions can provide valuable insight, also pay attention to the actual interview process and any red flags: Are the job description and responsibilities consistent throughout your interview process? Do the hiring manager and other individuals you speak with seem happy to be there? Are they energetic and positive when talking about their company and team? Are you receiving the interviewer’s full attention? Emergencies and interruptions come up; however, if the interviewer is continually checking email or looking at their phone, it can be telling to the amount of attention and support you would receive as a new hire. Has the interview process been organized? Have you received clear and timely information outlining next steps? Even the most well-planned interviews may have bumps, but if the answer is “no” to any of these questions, consider whether it is an ongoing theme and cause for concern. How a company treats its candidates is typically reflective of how it treats its employees. While the interview process has dramatically changed over the past year, cultural fit remains vital for job satisfaction. By asking the right questions, you can ensure a potential employer aligns with your values and aspirations. As you embark on a remote job search, you may also be interested in our recent posts on contributing to company culture remotely and continuing your job search remotely.