For a while, it felt like every other insurance job was “remote.” Many people got used to the idea that if it’s posted online—and especially if it doesn’t list a city—then it must be fully remote.
More and more organizations have shifted back to the office or to structured hybrid models. Fully remote roles still exist, but they’re no longer the default. If you want to keep your search effective—and avoid frustration—you need to treat “remote” as a specific condition to be confirmed, not an automatic expectation.
Below are some practical, recruiter-level tips to help you navigate this reality.
1.Why “remote” is no longer a safe assumption
Post‑COVID, many carriers, brokers, MGAs, TPAs, and insurtechs experimented with fully remote teams. Some discovered it worked beautifully. Others found:
· Collaboration, mentoring, and training suffered.
· Culture and engagement were harder to maintain.
· New hires struggled to ramp up without in‑person support.
· Senior leaders simply preferred having people together again.
As a result, you now see a wide spectrum:
· Fully in‑office(often for early-career, operations, or service roles).
· Hybrid (e.g., 2–3days per week in office).
· Location‑flexible(must live within X miles of an office; hybrid expected).
· Fully remote, but only in certain states.
· Fully remote, but only for specific senior or niche roles.
On a job board, all of these can look similar at first glance. That’s why you can’t rely on the word “remote” in a filter or in a headline alone.
2. How to read job postings more carefully
· Before you invest time applying, slow down and look for these details:
· Location line vs. body text
· If the posting says “Remote – US” but also lists a city (e.g., “Chicago, IL (Hybrid)”), assume hybrid or location‑based unless clearly stated otherwise.
· If it says “Remote (must be within 50 miles of X)” or “Remote within [specific states],”treat that as a hard requirement.
Words to watch for
· “Hybrid,” “flexible,” “work from home two days per week” → not fully remote.
· “Remote eligible after training/probation” → may require a period in office first.
· “Travel required to office/client sites” → consider whether that fits your life.
Legal and compliance hints:
If a posting mentions “must reside in X states,” that’s usually about payroll, licensing, or tax. If you’re not in those states, it may be a non‑starter.
What’s not said:
If a posting is totally silent on remote/hybrid, don’t assume full flexibility. Many companies consider those roles in‑office by default.
3. What to do before you apply
Treat remote/hybrid as a key requirement, just like compensation and job fit. Before you apply:
Make a clear “location policy” for yourself
Decide where you truly stand:
· Only fully remote, no exceptions.
· Open to hybrid within X miles.
· Open to relocating for the right role (and define what “right” means).
· Check the company’s overall approach
Look at their careers page and recent posts. Do they emphasize being “office‑first,” “hybrid,” or “fully distributed”?
Some big carriers and brokerages now have explicit “3 days in office” expectations—even if the job board listing looks vague.
Clarify early in the process
In your cover note or initial outreach, you can include a single line such as:
“I’m currently based in[City, State] and ideally looking for a fully remote role, or hybrid within[distance] of [location]. Is this position aligned with that?”
This saves everyone time and shows you’re being straightforward, not difficult.
4. How to ask about remote/hybrid without hurting your chances
Many candidates are afraid to bring up location and flexibility early because they don’t want to seem demanding. The key is how you ask.
Here are some scripts you can adapt:
In an email/LinkedIn message to a recruiter or HR contact:
· “I’m very interested in this role given my background in [claims/underwriting/etc.]. I noticed the posting lists [location/remote language]. Could you clarify how the team is currently working (fully remote, hybrid, or in‑office)? I’m based in[City, State] and want to make sure it’s a practical fit before we move forward.”
On a first screening call:
· “Before we go too deep, I want to be respectful of everyone’s time. How is the team structured in terms of in‑office vs remote work, and what are the expectations for this role specifically?”
If you discover it’s not fully remote:
· “Thank you for clarifying. I’m currently seeking a fully remote role, but I really like what you’ve shared. If your policy evolves or a fully remote version of this role opens up, I’d love to stay on your radar.”
You’re not burning abridge; you’re defining your parameters professionally.
5. If you must be fully remote: how to compete
Fully remote roles still exist—but they’re more competitive because they draw applicants nationwide. To stand out:
· Show you’ve succeeded remotely before.
Mention metrics, projects, or feedback that demonstrate you can deliver without being in an office.
· Highlightcommunication and self‑management.
Talk about how you structure your day, collaborate across time zones, and keep stakeholders informed.
· Address potential concerns head‑on.
For example, if you’re moving from a heavily supervised environment to fully remote, show how you’ve handled autonomy in other areas of your life or work.
· Be flexible where you can.
You might be fully remote but willing to travel for quarterly meetings or key planning sessions. That can make a big difference.
6. If you’re open to hybrid: turn it into a strength
Many hiring managers are quietly prioritizing candidates who are willing to show up in person at least some of the time, especially for:
· Early-career and trainee programs.
· Leadership and management roles.
· Collaborative areas (product, distribution, innovation).
If hybrid works for you, say so clearly:
· On your résumé:
“Location: [City, State] – open to hybrid within [X] miles.”
In conversations:
· “I actually prefer a mix of in‑person and remote. Being in the office 2–3 days a week for collaboration and coaching would work well for me.”
You might find doors open that would otherwise stay closed to “remote‑only” applicants.
7. What hiring managers wish candidates understood
From many conversations with insurance leaders, a few themes keep coming up:
· They aren’t trying to “trick” candidates; they’re often working within evolving, sometimes inconsistent corporate policies.
· They value transparency: they’d rather you be upfront about your location needs than get to offer stage and discover a deal-breaker.
· They do think about fairness: bringing someone in fully remote when the rest of the team is hybrid or in‑office can create internal tension they have to manage.
When you approach the remote topic with curiosity and respect, you position yourself as someone who understands the realities of business, not just your own preferences.
8. A simple framework you can use
Before you apply to an yrole, ask yourself three questions:
· Is the work itself a fit?
(Skills, responsibilities, level, business line.)
· Is the work pattern acceptable?
(Fully remote, hybrid, or in‑office—can I realistically do this for the next few years?)
· Is the compensation/location equation workable?
(Remote can sometimes mean different pay bands; hybrid may come with commute costs; calibrate honestly.)
If you can’t answer #2 clearly from the posting, make that your first question when you speak to a human.
Remote work is not disappearing from the insurance industry—but it is maturing. Policies are more nuanced, expectations are higher, and competition for true remote roles is stronger.
If you stop assuming every posting is fully remote and start treating location and flexibility as deliberate, early‑stage topics, you’ll waste less time, avoid late‑stage disappointments, and find roles that actually fit your life and your career.
And if you’re ever unsure how to interpret a posting, ask. A short clarification up front is far better than a long frustration later.