Insurance Market Review
08 Jan, 2026
One of the biggest challenges in the insurance recruitment market right now isn’t a lack of transformation, investment, or available talent.
It’s decisiveness and speed.
In a competitive market, hesitation is expensive and while a bad hire carries risk, losing a great one through delay is often more damaging.
If you want to avoid missing out on top talent, consider this:
- Your hiring process reflects your organisation. Indecisiveness, drawn-out timelines, and unnecessary stages signal slow decision-making. Candidates assume that if change feels hard during recruitment, it will be harder once inside.
- Be crystal clear on the brief. Define the hire properly upfront and test it through your network, benchmarking, and market insight so you’re aligned with reality. A vague requirement leads to stalled decisions later.
- Streamline with intent. Can stages be combined? Can diaries be opened up to compress timelines? It’s the quality of conversations, and not the quantity that drives great hiring decisions.
- Run recruitment like a project. Clear ownership, defined milestones, measurable outcomes, agreed timeframes, and momentum should never be accidental.
- Trust your judgement on permanent hires. Capability to deliver is fundamental but permanent hiring is a value exchange and a long-term journey.
Ask yourself: where could this person be in 6–12 months and where will we be if we don’t hire them?
- Close with urgency. Offers, approvals, background checks, contracts.. these should move with precision and pace.. an administrative drag can lose talent.
I stand by the analogy: “time kills deals”
The best candidates are in demand and they won’t wait.
