• Publish Date: Posted 4 days ago

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  Author:by Steve Wright

Ask the Recruiter | Your Biggest Insurance Hiring Questions | Answered by Insurance Recruitment Specialists

For two decades, Gerrard White has been the go-to talent partner for insurers, brokers, MGAs and insurtechs across the UK, Europe and North America. From placing board-level leaders to building specialist teams, we’ve faced every hiring headache—and solved it. Below, our insurance recruiters answer the questions clients ask us most, with practical tips to help you secure standout talent in a fiercely competitive market.Q1. Why work with a specialist insurance recruiter instead of hiring directly?A - Because speed, reach and sector intelligence matter. Our network spans underwriting, pricing, broking, risk, compliance, data and product; many hires never hit LinkedIn. We pre-screen for technical fit and cultural add, cut your time-to-hire and protect your brand with a gold-standard candidate experience.Premium extras when you engage Gerrard White exclusivelyVerified references with every CVDiscreet market mapping & competitor intelPassive-talent head-hunting under NDAVetted candidate shortlist in 3–5 working daysQ2. Which insurance skill sets are most in demand right now?A. Based on conversations we are having with our clients, the most in-demand skills and niches are: Pricing and actuarial (GI & Life): Data-driven, capital intensve work – supply lags demandSpecialty & Cyber Underwriters: Hard market + new exposures = talent squeezeRisk, Compliance & ESG: Regulators keep raising the barData Science & Analytics: Python-fluent talent is reshaping underwriting and claimsProduct & Digital (Insurtech): Customer-first journeys need hybrid tech/insurance thinkersDemand shifts fast, so call us for a real-time snapshot of your niche.Q3. Our offers keep getting declined; what are we missing?A. Common culprits:Slow process: anything beyond four weeks sees a ~30 % drop-offUnclear EVP: candidates want purpose, progression, and flexibility spelt out earlyOut-of-date salary data: the market moves quarterly; we’ll benchmark roles so your offer lands first timeQ4. How can we shorten time-to-hire without cutting corners?A - Some top tips to shortening your time to hire include:Ultra-focused briefs – agree must-haves vs. nice-to-haves with your recruitment partner from day oneTwo-in-one interviews – blend technical and cultural panels to shorten the hiring process48-hour feedback SLAs – keep candidates engaged and momentum high so they are less likely to drop out of the processWorking with Gerrard White exclusively on your roles will unlock a super powerful resource; we can act quickly, provide verified-reference shortlists and keep candidates engaged, on your behalf, allowing you to make fast decisions.Q5. Permanent vs. contract: what is most suitable?Permanent hires suit BAU and regulated functions; contract talent is perfect for transformation spikes or niche projects. The Gerrard White team can advise on IR35, day rates and handovers to keep you compliant and cost-efficient.Q6. Can you help us improve diversity in our shortlists?Absolutely, if you are engaging with us exclusively, we can:Audit job-spec language for hidden biasTap affinity networks including professional communities and membership groups organised around shared characteristics such as gender, ethnicity, or LGBTQ+Optionally anonymise CVs at shortlist stage on requestInclusive hiring never means lowering the bar; it widens the talent pool so you still hit every technical brief.Q7. What’s the norm for hybrid or remote working?This is dependent on the firm, but most insurers ask for 2+ days in the office. High-demand talent or those with niche skills (e.g., actuaries or cyber underwriters) can often negotiate fully remote. We discuss flexibility expectations early to prevent nasty surprises at the offer stage.Q8. How quickly can you deliver candidates?Exclusive search: vetted shortlist in 3–5 working daysUrgent contract hire: 24-48h turnaroundMulti-agency race: we sprint, first CVs often within 24 hours, then keep you updated on supply vs. demand so you can pivot if neededQ9. How do you ensure new hires stick around?We run regular post-placement check-ins with both clients and candidates. Any red flags? We’ll help course-correct before they become retention risks.Q10. Do you run confidential or exec-level searches?Yes, we can. Our retained search specialist can handle NDA-backed market mapping and discreet approaches so your strategic hire stays off the rumour mill until you’re ready. Talk to us to find out more.Need talent that powers growth?Our insurance recruitment specialists are ready to help you get the hires you need, call the team on 01892 553 355 or email info@gerrardwhite.com for a no-obligation discussion about your insurance hiring needs.