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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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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.

10 Ways to Ensure Your Company Culture Resonates in Today’s Workplace

Amid increasing employee burnout, evolving workplace expectations and rapidly advancing technology, maintaining a strong sense of corporate culture has become a challenge for many organizations. Just 20% of employees worldwide were engaged at work last year. However, a strong connection to their organization’s culture can increase an employee’s potential engagement by more than fourfold. In addition to increasing engagement, a healthy corporate culture positively impacts productivity, retention, recruiting and more. In our recent white paper, "10 Questions to Rebuild Your Company Culture for Today’s Workplace," Senior Vice President of Human Resources JoJo Harris offers insights into developing a strong sense of company culture in the present business environment. Below are 10 ways to ensure your culture reflects the realities of today’s workplace. Your corporate values reflect where your organization is today – not where it was 10 years ago. The leadership team lives out these values with authenticity and accountability, setting the tone for the overall organization. Expectations around communication, availability, responsiveness and other cultural norms are clearly communicated – especially in remote and hybrid environments. Employees feel safe admitting failures and mistakes, building trust while enabling them to experiment and take calculated risks. The “why” behind decisions and changes are clearly communicated. Employees have daily opportunities to connect with one another through meaningful interactions. Managers are able to recognize when someone needs support or may be experiencing signs of burnout. There’s time for face-to-face team building – regardless of where employees are based. It’s clearly communicated how AI fits into your organization’s strategy while acknowledging employee concerns. Feedback is encouraged, addressed and incorporated, enabling you to understand what is working well and the areas that need improvement. By taking the time to intentionally evaluate your culture and how it’s demonstrated through day-to-day actions, you’ll be best positioned to retain your top talent, maintain productivity and drive long-term success. View the full article for a more in-depth discussion on how to help employees feel connected to your organization's culture as workplace expectations continue to evolve. For more talent insights, delivered to your inbox each quarter, subscribe to our Compass newsletter.

Becoming a Change Champion in the Workplace

No matter where you sit within the insurance industry, it’s likely your organization has already adopted AI tools or is actively exploring how AI can improve efficiency, productivity and customer experience. Among U.S. employees, organizational adoption of AI has increased by 6 percentage points just since Q1 2026, reaching 47%. Business will continue to radically shift in the coming years and AI transformation has become necessary for organizations to remain competitive long-term. In this climate, the most successful professionals will be those who proactively evolve with the industry and focus on building their skills in a way that enables them to best work alongside AI. Below are a few ways to be a champion for change within your organization, no matter your role. Recognize team members will have varying perspectives on AI. In today’s multi-generational workforce, it’s natural for employees to have conflicting levels of comfort, excitement and concern around AI. Be mindful that your own perspective may vary from your colleagues and approach conversations with empathy and respect. Early-career professionals who have grown up using AI in their personal lives may feel the pace of change is too slow and be eager to adopt new technologies. Mid-career talent who started their careers with manual tasks and in-person conversations being the norm may feel traditional methods of career advancement have fundamentally changed. More senior professionals may be questioning their professional identities as the areas they’ve spent decades developing become increasingly automated. Acknowledging these different experiences helps create an environment where people feel heard and more willing to engage in meaningful conversations around change. Understand where your company is within its journey. By understanding where your organization is within its AI journey, and asking thoughtful questions around decisions and processes, you’ll be better prepared to support current initiatives and future needs. Be vocal and express any concerns in a respectful and constructive way, focusing on future possibilities without holding on to what may be lost. It’s likely others may also seek clarification in these same areas to better understand the “why” around decisions. Open dialogue is more important than ever as insurers and employees explore this new territory. There are no bad questions, and often these inquiries spur valuable discussions. Incorporate areas for growth into your development plans. Often, the biggest challenge isn’t learning AI skills – it’s letting go of the professional identity that made you successful in the past. Instead of viewing AI as a replacement, be strategic about how it can expand your impact. For those who have built a career being the “go to” for certain information or reports, focus on how you will spend your time if these areas are replaced by automation. If you had four hours of your day back, what would you do with this increased capacity? Shift your attention to these future opportunities and have conversations with your manager about how to get there. Discuss what skills, experiences or projects would position you for long-term success. Then, incorporate these priorities within your professional development plan to grow along with the organization’s needs in a way that holds you accountable. Don’t be rigid; it’s more important than ever to be open to new things and be fluid when it comes to change. Take advantage of learning opportunities. In addition to incorporating new skills into your development plan, take advantage of training sessions and materials as new technologies and processes are introduced. If your company is not providing formal training, ask for ways you can more easily ramp up and help encourage others to do the same. Outside of these company-specific tools, explore how AI may be able to enhance your role and make your current tasks more productive. No matter the tools or technology, knowing how to maximize its impact will make you even more valuable to the organization and its success. Be a change catalyst within your team. One of the best ways to establish yourself as a leader during times of change is by stepping up to help solve current problems. Ask your leaders about challenges they’re trying to address or processes they’re aiming to improve. Whether it’s a dedicated project or something you tackle alongside your current responsibilities, focus on solutions that align with your organization’s larger goals and priorities. If you’re a manager, provide opportunities for your team members to participate in these initiatives and create additional change agents. Empower employees with stretch assignments, delegate tasks and provide everyone with a sense of ownership. Spend time with those who are more uncertain about change and help them to reframe their mindset. At the same time, manage expectations by keeping your own leaders informed about progress, challenges and potential delays, ensuring alignment along the way. Share constructive feedback. There’s no blueprint for effectively managing every new challenge or adjustment. Most organizations are learning as they go, incorporating new best practices and refining their approach in real time. Be open about what is working and what isn’t, no matter where you sit within the organization. This could be seeking out and sharing feedback from team members, or pinpointing pain points that need to be addressed. Approach this from a constructive standpoint, offering ideas, solutions or tools that may minimize friction. As AI continues to reshape the insurance industry, one thing remains constant: organizations will always need professionals who are adaptable, collaborative and committed to learning. By embracing change, investing in your own growth and helping others navigate the journey, you’ll be prepared to lean into future challenges and navigate whatever the future may hold.

Compass 19.3: 10 Questions to Rebuild Your Company Culture for Today’s Workplace

This quarter’s Compass feature article offers 10 practical questions to help your organization evaluate and strengthen its culture — and build an environment where today's insurance talent wants to stay, grow and do their best work. This issue also includes an update on the industry's labor stats, a list of recent industry executive career moves and more.

Emerging Leaders Are Already Leading AI

In a recent podcast episode of Lead the Machine with Kirstin Marr, Jacobson's Lane Koetter discusses ways he's helping organizations move AI from strategy to adoption.

July 2026: Labor Market PULSE

AT-A-GLANCE LABOR MARKET NUMBERS Unemployment for the insurance carriers and related activities sector increased to 2.7% in June. The insurance carriers and related activities sector lost 1,900 jobs in June. Industry employment decreased by approximately 69,500 jobs compared to June 2025. The U.S. unemployment rate decreased to 4.2% in June and the overall economy gained 57,000 jobs. INSURANCE INDUSTRY HIGHLIGHTS On a year-to-year basis, May* insurance industry employment increased in reinsurance (up 2.0%) and title (up 1.7%). Job decreases were seen in claims (down 21.4%), life/health (down 3.9%), TPAs (down 2.8%), property and casualty (down 1.5%), and agents/brokers (down 0.6%). On a year-to-year basis, May* saw weekly earnings increases across the board with agents/brokers up 6.2%, title up 4.4%, TPAs up 2.7%, claims up 1.6%, and property and casualty up 0.9%. Notes: The BLS continues to revise numbers to be most accurate, which may contribute to inconsistencies, depending on when reports were pulled. *The BLS Job Openings and Labor Turnover Survey report and reports on wages and employment for the industry category are only available for two months prior. The 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.