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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.

Your Interview Timeline’s Influence on Hiring Outcomes

A perceived slowing of the job market has led some companies to become disillusioned about the availability of candidates. As a result, they’re adjusting their approach to hiring, often elongating the interview process, missing out on qualified individuals and ultimately being unable to effectively fill their open roles.

Read our blog post for tips on moving quickly in the hiring process, better engaging top talent, positively influencing your employer brand and ultimately improving the likelihood of offer acceptance.

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Study Points to Modest Staffing Growth and Slowed Turnover

Our recent Q3 2026 Insurance Labor Market Study, conducted in partnership with Aon, reflects a relatively stable industry as we move through the second half of 2026. Both 12- and 6-month turnover has eased, and modest growth is expected over the next year. July’s study found 89% of insurance carriers plan to add or maintain staff in the next 12 months, compared to 87% in Q3 2025. However, the percentage of insurers that intend to increase their headcounts is 4 points lower than one year ago, at 49%. Just 11% expect to decrease staff, down from 14% one year ago. Of the companies planning to expand their teams, the primary drivers are an anticipated increase in business volume (36%) and expansion of business/new markets (34%). Among those planning staffing reductions, automation remains the primary reason, followed by overstaffing and reorganization. Technology, underwriting and claims roles continue to be the industry’s greatest hiring needs. Among the companies planning to hire in the next year, one-fifth are most likely to hire entry-level roles – down 5 points from Q1 2026, but consistent with one year ago – and 78% are most likely to hire experienced talent. Companies are most likely to add experienced talent in analytics, compliance and accounting, while operations and claims remain the areas most in need of entry-level talent. Recruiting difficulty eased in nine of 12 job categories compared to one year ago, though most roles remain at least moderately difficult to fill. Actuarial, technology and executive positions continue to comprise the roles considered the toughest to staff. Actuarial and technology also saw slight upticks in difficulty since last July, along with product management. Overall, 18% of companies report hiring has become more difficult over the past year, compared to 12% in July 2025. Retention trends point in a positive direction and may indicate added stability for carriers throughout the coming year. Twelve-month voluntary turnover sits at 7.6%, down 1.6 points from July 2025, while six-month voluntary turnover dropped to 5.3% from 6%. Involuntary turnover eased as well, down 1.1 points on a 12-month basis and 0.8 points on a six-month basis compared to last year. Workplace flexibility remains the norm across the industry, with 86% of companies offering flexible work hours and just 7% requiring staff in the office every day, down slightly from 8% in July 2025. Looking ahead, 74% of companies expect most employees to work a hybrid schedule over the next six months, and the vast majority (94%) do not anticipate changing their in-office requirements in the near future. From a revenue standpoint, 78% of insurers anticipate growth over the next 12 months. Although this is 3 points lower than last July, none of the companies surveyed expect a decline. As in previous studies, change in market share remains the leading driver of expected revenue growth, cited by 59% of respondents. Commercial lines property and casualty companies report the highest confidence in revenue growth at 84%, followed by life and health companies at 82%. While overall retention is improving, the demand for qualified talent within specialized roles is unlikely to ease. Being intentional and future-focused in building your talent pipeline and continuing to invest in upskilling current employees will be essential moving into 2027. To download the full Q3 2026 results summary and view the results presentation, click here. The Semi-Annual U.S. Insurance Labor Market Study has collected revenue and hiring projections from carriers across all sectors of the industry since 2009. The next iteration of the survey will take place in January 2027. To be notified when it opens, follow this link.

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. 

10 Questions to Rebuild Your Company Culture for Today’s Workplace

The approaches that once defined strong company cultures — and even those adopted during the pandemic — no longer reflect the realities of today's workplace. With employee burnout on the rise, workforce expectations evolving and AI reshaping how teams operate, insurers need to take a fresh, intentional look at what culture means for their organizations right now.

Q3 2026 Insurance Labor Study Results Infographic

The outlook for insurance carriers in the coming year calls for modest growth and slowing turnover. Our Q3 2026 Insurance Labor Market Study, conducted with Aon, found that 49% of all carriers are planning to grow their teams over the next 12 months, with small companies leading the charge, and 78% are anticipating revenue growth.

Q3 2026 U.S. Insurance Labor Market Study Results

The Jacobson Group and the benchmarking division of Aon’s Strategy and Technology Group conducted a study to investigate hiring trends within the insurance industry.

August 2026: Labor Market PULSE

AT-A-GLANCE LABOR MARKET NUMBERS Unemployment for the insurance carriers and related activities sector increased to 3.3% in July. The insurance carriers and related activities sector lost 6,700 jobs in July. Industry employment decreased by approximately 81,000 jobs compared to July 2025. The U.S. unemployment rate slightly decreased to 4.1% in July and the overall economy lost 23,000 jobs. INSURANCE INDUSTRY HIGHLIGHTS On a year-to-year basis, June* insurance industry employment increased in reinsurance (up 2.6%) and title (up 1%). Job decreases were seen in claims (down 19.7%), life/health (down 3.8%), TPAs (down 2%), property and casualty (down 1.4%), and agents/brokers (down 0.7%). On a year-to-year basis, June* saw weekly earnings increases across the board with agents/brokers up 5.3%, title up 4.3%, claims up 2.3%, TPAs up 2.1%, and property and casualty up 1.6%. 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.