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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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Jacobson Employee Spotlight – Q1 2023

As Women's History Month kicks off, we want to take a moment to celebrate the women in our own organization. The Jacobson Group is 81% women, and women make up 76% of our leadership team! Below we highlight just a few of these amazing individuals, their roles and what they love about working at Jacobson. Learn about more of our Jacobson colleagues by viewing past editions of our Employee Spotlight here. For monthly Employee Spotlights, follow our Facebook page. JOJO HARRIS Senior Vice President, Human Resources, 7 years at Jacobson Hometown: Wilkes-Barre, Pennsylvania Alma Mater: Penn State (B.A. in accounting) and Loyola University Chicago (M.A. in human resources) Describe Your Role: I oversee all human resource functions for the firm. I lead a small but mighty team of HR professionals. Favorite Book: "The Road Less Traveled" by M. Scott Peck Jacobson in Three Words: Collaborative, Driven, Personal Last Song You Listened To: "Isn't She Lovely" by Rich Tolbert Jr. Favorite Thing About Working at Jacobson: The culture. It’s come as you are, be your full and unique self, and get the work done. One Thing That Recently Made You Smile: My adorable grandson, Sebastian How Do You Balance Your Career and Family? Some days I'm a great employee, some days I'm a family member. It typically doesn't happen on the same day. Random Fact: I love to sew! RACHEL MCCOLISTER Client Advisor, 6 months at Jacobson Hometown: Tampa, Florida Alma Mater: University of South Florida Describe Your Role: As a client advisor, I partner with clients who manage their contingent labor in an internal program, MSP or VMS environment. Favorite Dessert: Key lime pie Random Fact: I majored in creative writing. Weirdest Job You Ever Had: In college, I worked as a haunted house scare actor at an amusement park. Last Song You Listened To: "Break My Soul" by Beyoncé Favorite Think About Working at Jacobson: The people, hands down! One Thing That Recently Made You Smile: My nieces and nephew always keep me smiling. NIKKI ST.MARTIN Vice President, Marketing and Sales Enablement, 20.5 years at Jacobson Hometown: Midlothian, Illinois Alma Mater: Franklin College Describe Your Role: I lead the marketing, brand and sales support functions. In short, it’s my job to ensure Jacobson is engaging in the activities needed to increase brand awareness, strengthen our market position, and ultimately drive leads and conversions. Favorite Dessert: Tiramisu Jacobson in Three Words: Collaborative, Trustworthy, Family What Career Advice Would You Give to Your Younger Self? It’s okay to say “no.” There is only so much time in the day and priority needs to be given to high value activities.  Weirdest Job You Have Ever Had: Skateboard park attendant One Thing That Recently Made You Smile: Watching our goats play tag in the pasture Random Fact: I’m a jeep girl. There’s nothing better than driving my Jeep on a warm day with the top down and doors off. Favorite Thing About Working at Jacobson: The smart, creative people I get to work with day in and day out View our corporate careers page here. 

How To Spot and Avoid A Fake Job Posting

Today, employment scams are more widespread than ever. Online scams and phishing attempts are becoming more sophisticated, which is why job seekers must be extra vigilant when responding to certain job postings. Read this article for tips on spotting potentially fraudulent opportunities.

P/C Carriers Losing Ground to MGAs in Talent War

Quoted in Carrier Management News: What is on the talent horizon for P&C carriers? Read this article to explore the latest Insurance Labor Market Study results.

Q1 2023 Labor Market Study Results Infographic

The results of the first quarter iteration of the 2023 U.S. Insurance Labor Outlook Study are now available. The study, led by The Jacobson Group and Aon, plc, examines insurance industry labor and hiring trends. View highlighted stats in our infographic.

Jacobson Sees Life and Health Labor Demand Cooling

Mentioned in Think Advisor: Life and health insurers are less optimistic about hiring now than they were a year ago, but they are still hopeful to increase headcounts. Read this article to uncover the latest life and health Insurance Labor Market Study results.

Episode 10: Discussing Key Talent Trends: Insights for a Successful 2023

What impact will a potential recession have on talent strategies? Will companies start asking individuals to come into the office five-days a week? How can you create a sense of belonging in a remote environment? Host and co-CEO of The Jacobson Group, Greg Jacobson, is joined by Jacobson colleagues to discuss what is on the talent horizon this year.

Insurance Careers Month: How You Can Make an Impact

The Jacobson Group is proud to be a co-founder of the Insurance Careers Movement, a grassroots initiative committed to inspiring young people to choose a career in insurance, sharing what makes the industry a great place to work and retaining its emerging leaders. More than 1,000 global industry organizations have come together to support this movement. And, as you may know, February marks Insurance Careers Month, the hallmark event of the Insurance Careers Movement.   This month is about raising our collective voices to inspire young talent to choose a career in insurance. In the video below, our co-CEO, Greg Jacobson, invites insurance leaders to join us in supporting this important cause. To learn more about the Insurance Careers Movement, visit https://insurancecareerstrifecta.org/. 

Q1 2023 U.S. Insurance Labor Market Study Results

The Jacobson Group and Aon-Ward conducted a study to investigate hiring trends within the insurance industry. The following presents the findings of an insurance labor survey conducted in the first quarter of 2023...

February 2023: Labor Market Pulse

The insurance labor market remains strong as realignment persists. Although the industry saw a slight decrease in jobs from December to January, revised numbers* from the Bureau of Labor Statistics show 2022 average monthly employment for the insurance carriers and related activities sector was 2.9 million – 74,350 more positions than previously reported. This annual BLS adjustment also slightly impacted wages, yet general trends remain similar. After reaching a 17-month high in December, the unemployment rate for insurance carriers and related activities dropped by more than one point in January. Additionally, job openings continue to be elevated; average monthly job openings for finance and insurance hit a record of 386,000 in 2022*, compared to 296,000 in 2021.  Insurers are continuing to determine their needs and expectations for moving forward. To learn more about the industry’s hiring outlook, join us February 9 for a complimentary webinar analyzing the results of our Q1 2023 Insurance Labor Market Study.   AT-A-GLANCE NUMBERS Unemployment for the insurance carriers and related activities sector decreased to 2.3% in January.  The insurance carriers and related activities sector lost 5,100 jobs in January. At roughly 2.9 million jobs, industry employment increased by approximately 44,400 jobs compared to January 2022. The U.S. unemployment rate decreased to 3.4% in January and the overall economy added 517,000 jobs. INDUSTRY HIGHLIGHTS On a year-to-year basis, December** insurance industry employment saw job increases in property and casualty (up 4.5%), agents/brokers (up 3.3%), TPAs (up 2.5%), reinsurance (up 2.4%), and life/health (up 1.1%). Meanwhile, job decreases were seen in claims (down 12.2%) and title (down 10%). On a year-to-year basis, December** saw weekly wage increases in property and casualty (up 11.4%), life/health (up 7.5%), title (up 7.1%), TPAs (up 4%), agents/brokers (up 3.9%) and reinsurance (up 1.9%). Meanwhile, wages decreased in claims (down 0.9%).       BLS Reported Adjustments: Adjusted employment numbers for December show the industry saw an increase of 5,100 jobs, compared to the previously reported increase of 3,800 jobs.** The BLS continues to revise numbers to be most accurate, which may contribute to inconsistencies, depending on when reports were pulled. *The BLS made its annual revisions on February 3, adjusting current employment statistics numbers for the past five years. **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.

Search Executive: Remote Employees Entering In-Person Work Can Lack Interpersonal Skills

Published in AM Best TV: What roles do soft skills and emotional intelligence play in helping insurance leaders navigate through this agile and virtual era? Judy Busby talks with AM Best about the importance of EI in connecting, collaborating and leading in today's environment:

Compass 16.1: DEI: Commitment and Belonging at All Organizational Levels

This quarter’s Compass feature article explores ways to prioritize DEI companywide to achieve lasting change on your journey toward an equitable and inclusive workforce. The newsletter also includes an overview of the industry's current labor market and recent executive-level job changes.

Stay Interviews: A Checklist

High industry turnover and quiet quitting are further compounding existing talent challenges, making it more important than ever to keep employees engaged and fulfilled. However, while most leaders understand the importance of building employee loyalty – especially among top performers and high potential individuals – few have formal retention plans in place.  Stay interviews are a valuable starting point for guiding individualized retention plan development. Unlike job interviews or exit interviews, these conversations help identify what employees value about their roles and address areas they feel are lacking. This provides a chance for managers to proactively make changes before individuals become disengaged or seek out other opportunities. Below is a checklist to help guide these conversations and ensure you’re uncovering the right information to effectively retain your top talent.  Set the stage for open and honest dialogue. One of the key success factors for stay interviews is fostering clear and transparent communication. Enter these conversations with an open mind and a goal of better understanding your employees’ motivators, any shifts that may have occurred since you last spoke, and ways that you as a manager can help them feel more valued and fulfilled at work. Consider providing the questions you’d like to cover in advance, giving employees time to reflect and prepare thoughtful responses.Determine (or reaffirm) the employee’s “why.” A retention plan’s success is dependent on identifying and supporting the areas that make an employee feel fulfilled at work – their “why.” Use the stay interview to ensure you’re aligned on what motivates them and makes them feel most satisfied with their role and the company. This will vary based on an individual’s personal and professional values, and may change over time.  Potential questions to ask:  What gives you fulfillment within your work?  What do you look forward to each day? What gives you a sense of accomplishment? What motivates you?Identify what keeps them at your organization.Asking employees what they like about their position and the company can help you better understand how their “why" plays out in the day-to-day. It also provides tangible guidance for providing more exposure to the areas they enjoy and projects that match their interests. Potential questions to ask:  What keeps you here? What do you like best about your job? Are you getting what you need from the organization?  Do you feel valued? If given the opportunity, what would you like to do more of?  Less of? When do you feel most rewarded and recognized?Understand what would make them take a new role. Conversely, inviting open conversation around why an individual would potentially leave can help avoid surprises down the road. This is also valuable in recognizing any needs that are not currently being met and enabling you to identify similar opportunities and areas of development within your organization.  Potential questions to ask:  What would tempt you to leave?Is there anything you feel is missing in your role?Are you challenged?What are your long-term and short-term aspirations?Are you able to find your desired work/life balance?Welcome feedback. Provide individuals with a chance to share how they feel about these discussions and ask if they have any ideas for making them more effective moving forward. This may include insight on frequency, location or even topics they think would be valuable to cover. Encourage them to bring ideas or concerns to you at any time, even if it’s not within a scheduled stay interview or one-on-one. Follow up. After completing your discussion, capture your notes and take time to reflect on what you learned. It’s likely there are some things – even if they’re small – you can immediately change to impact an employee’s job satisfaction. Other areas may involve additional stakeholder buy in, and it’s likely there are some things you are unable to change. Communicate with individuals about steps you are taking as a result of what they shared, letting them know they are heard and supported. Revisit these conversations every quarter or six months to check in, gauge progress or shifts, and realign. The information gained in stay interviews is invaluable for aligning with employee expectations and creating a desirable work environment. Keep in mind this is not a comprehensive list of questions (and not every question must be asked in each conversation), and it is meant to be adapted to be most relevant to your specific team and situation. For more information on building loyalty among your employees, view our recent whitepaper, “Retaining Top Talent in Today’s Competitive Labor Market.”