Hiring in Insurance

• Underwriting

  Personal, commercial, specialty and reinsurance underwriting.

  Underwriters · Senior underwriters · Underwriting managers · Portfolio underwriters

• Claims

  Claims handling, examining and complex-loss management.

  Claims handlers · Claims examiners · Claims managers · Complex loss adjusters

• Actuarial

  Pricing, reserving, capital and modelling.

  Pricing actuaries · Reserving actuaries · Capital modellers · Chief actuaries

• Broking & distribution

  Retail, commercial and reinsurance broking.

  Commercial brokers · Wholesale brokers · Reinsurance brokers · Account executives

• Compliance & risk

  Regulatory compliance and enterprise risk.

  Compliance officers · Risk officers · Financial-crime leads · Regulatory reporting managers

• Insurance operations

  Policy admin, claims ops and transformation.

  Operations managers · Policy administration leads · Transformation leads · Customer operations leaders

• Line-of-business precision

  P&C, life, specialty and reinsurance each need distinct signal. Our rubric captures the lines and products actually handled instead of generic 'insurance experience'.

• Distribution and channel context

  Direct, broker, MGA and bancassurance change the shape of the role. Channel is captured in intake so shortlists reflect it.

• Technical and quantitative depth

  Underwriting authority, reserving methods and pricing exposure are captured as structured signals — not searched for in prose.

• Regulated-environment operations

  Solvency II, IFRS 17, NAIC, FCA — regulatory exposure and reporting cycles are captured as first-class evidence.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For insurance, these are the signals that carry weight:

• Line-of-business rubric per requisition
• Channel and distribution captured
• Regulator exposure evidenced

• ACAS / FCAS
• FIA / FFA
• IFoA fellowship
• CII (ACII / FCII)
• CPCU
• AICPCU

• Solvency II exposure for EU/UK carriers
• IFRS 17 implementation history
• NAIC / state licensing awareness (US)
• FCA / SMCR history (UK)

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.