The insurance industry offers a wide spectrum of careeropportunities—from technical roles that focus on specialized expertise toexecutive positions that shape strategy and drive organizational growth. Whileboth types of roles are essential to the success of insurers, MGAs, TPAs, andbrokers, the approach to a job search at the technical level differssignificantly from the approach at the executive level.

For job seekers, understanding these differences is critical topositioning yourself for success.

1. The Hiring Process

Technical-Level Job Search

• Application-driven: Job postings are widely     available on company websites, LinkedIn, and insurance job boards.     Recruiters and HR teams rely heavily on applicant tracking systems (ATS)     to filter candidates.
• Faster timeline: Hiring cycles are typically     shorter—often weeks instead of months.
• Skills-focused: Hiring managers look for     candidates who can demonstrate specific expertise (claims adjusting,     underwriting, actuarial modeling, policy processing, etc.).

Executive-Level Job Search

• Relationship-driven: Many executive roles are not     posted publicly.
• Longer timeline: Searches can take several     months, as companies are highly selective and often tailor roles to align     with strategic priorities.
• Leadership-focused: Beyond technical expertise,     companies prioritize strategic thinking, people leadership, and proven     results in growing revenue, mitigating risk, or driving transformation.

2. Networking Expectations

Technical-Level Candidates

• Networking is useful, but not     always essential. A well-crafted resume, active applications, and     recruiter engagement can be enough.
• LinkedIn activity and     professional association memberships (CPCU Society, CLM, RIMS) can help,     but hiring is often skill-based.

Executive-Level Candidates

• Networking is essential. Building     relationships with board members, C-suite leaders, private equity firms,     and insurance search consultants is key.
• Executive candidates must treat     networking as an ongoing investment, not a last-minute tactic when a job     search begins.
• Visibility through industry     panels, thought leadership articles, and conference participation (e.g.,     NAMIC, APCIA, PLUS) can set candidates apart.

3. Resume & Personal Branding

Technical-Level Candidates

• Resumes should be concise,     keyword-optimized, and focused on technical skills and accomplishments.
• Examples: Claims handled per     month, loss ratios improved, underwriting accuracy, systems mastered     (Guidewire, Duck Creek, etc.).
• The goal: Show you can hit the     ground running in a defined role.

Executive-Level Candidates

• Resumes should be story-driven     and accomplishment-focused, highlighting impact across financial results,     team leadership, and organizational strategy.
• Examples: Reduced combined ratio     by 4 points, scaled distribution into 10 new states, built a claims     department from the ground up, led $500M P&C portfolio.
• Executive branding extends beyond     the resume—LinkedIn profiles, board bios, and even press mentions     contribute to perception.

4. Interviewing Approach

Technical-Level Candidates

• Interviews tend to focus on competencies     and problem-solving:
   
  • “How would you handle a disputed      bodily injury claim?”
   
  • “What underwriting tools have      you used for small commercial risks?”
 
• Candidates should be prepared     with examples that demonstrate accuracy, compliance, and efficiency.

Executive-Level Candidates

• Interviews focus on vision,     leadership, and alignment with strategy:
   
  • “How would you approach      expanding our non-standard auto footprint into new states?”
   
  • “How do you balance expense      management with customer experience?”
 
• Expect multiple rounds with board     members, investors, and cross-functional leaders. The ability to influence     and inspire is as critical as technical know-how.

5. Job Market Dynamics

Technical-Level

• Demand remains high for     adjusters, underwriters, claims examiners, and actuarial talent,     particularly as experienced professionals retire.
• Competition is skills-based, with     employers seeking individuals who can quickly integrate into operational     teams.

Executive-Level

• Fewer openings, but highly     strategic in nature. Roles often emerge due to growth initiatives, M&A     activity, or leadership transitions.
• Companies seek proven leaders     with both industry expertise and transformational leadership skills.

Key Takeaways for Job Seekers

• At the technical level, success     comes from showing technical mastery, efficiency, and reliability. Focus     on skills, accuracy, and productivity.
• At the executive level, success     comes from demonstrating leadership, strategy, and results. Focus on     vision, financial impact, and organizational influence.
• In both cases, adaptability,     communication skills, and cultural fit play a major role in hiring     decisions.

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