Good underwriters are rarely on the open market for long. Whether you are an insurer, a Lloyd’s syndicate or a growing MGA, the ability to attract underwriting talent can shape your growth plans as much as your capacity or your appetite. In this guide, we share what we have learned from 14 years in insurance recruitment about what underwriters look for in their next move, and how employers can stand out.
Why it can be hard to attract underwriting talent
Underwriting is a skilled, technical discipline. Strong underwriters build their reputation on their judgement, their broker relationships and their knowledge of a specific class of business, and that takes years to develop. As a result, many of the best people are not actively job hunting. They are performing well, they are valued by their current employer and they will only move for the right opportunity.
That means a passive “post and wait” approach often falls short. Attracting underwriters is about giving them a clear, compelling reason to have a conversation with you.
Know exactly what you are hiring for
Before you go to market, get clear on the role. “Underwriter” covers a wide range of jobs, and candidates will judge you quickly on how well you understand your own requirement.
Questions to answer before you start
- Which classes of business will the person write, and is this a specialist or generalist role?
- Will they be building a book, maintaining an existing portfolio or supporting a senior underwriter?
- What level of authority and referral limits will they have, now and as they progress?
- How much broker-facing and travel time is involved?
- Which skills are essential, and which could you train?
Being flexible on the “nice to haves” can widen your pool considerably. A strong underwriting assistant ready to step up, or an experienced account handler with real technical knowledge, may be exactly the person you need.
What underwriters look for in a new employer
Salary matters, but it is rarely the only factor. In our conversations with underwriting candidates, the same themes come up again and again.
Authority and autonomy
Underwriters want to use their judgement. Be clear about the authority the role carries and how it can grow. A vague answer here can be a deal-breaker.
A clear appetite and a credible strategy
Candidates want to know they can actually write business. Explain your appetite, your capacity and your plans for the class, and be honest about where you are on that journey.
Development and progression
Support with CII qualifications, technical training and mentoring from senior underwriters all signal that you will invest in the person, not just the role.
Flexible and hybrid working
Many underwriters now expect some flexibility. Be upfront about your working pattern and any office or broker-visit expectations, so there are no surprises later in the process.
Culture and leadership
Who they will report to, how decisions are made and how the team works together all influence whether someone accepts an offer. Let candidates meet the people they will work with.
Write a job advert and brief that sells the role
Your advert is often the first impression a candidate has of your business. Rather than a list of duties, tell them why the role is worth their time.
- Lead with the opportunity: the class, the authority, the growth story.
- Be specific: name the lines of business and the type of brokers or clients involved.
- Share the package: include a salary range and key benefits where you can. [Francesca to add: any Insure Recruitment guidance or view on including salary ranges in adverts]
- Keep requirements realistic: a long list of essentials can put off strong candidates who meet most of them.
- Show your culture: flexible working, training support and team values all help.
Run a hiring process that keeps candidates engaged
Even the best opportunity can be lost to a slow or disjointed process. Underwriters who are open to a move are often speaking to more than one business.
- Agree interview stages, interviewers and decision-makers before you start.
- Keep stages to a minimum and give feedback promptly after each one.
- Use interviews as a two-way conversation: sell the role as well as assessing the candidate.
- Prepare for counter-offers by understanding early what is motivating the candidate to move.
- Keep in touch during the notice period so your new starter feels part of the team before day one.
Retain the underwriters you already have
Attraction and retention go hand in hand. Your current underwriters are your best ambassadors, and a team that feels developed and valued makes it far easier to bring new people in. Regular conversations about career progression, authority levels and workload can help you spot issues before a good underwriter starts looking elsewhere.
How specialist recruitment support can help
Because so many strong underwriters are not actively applying for jobs, working with a specialist insurance recruitment agency gives you access to people you are unlikely to reach through adverts alone. Our underwriting recruitment consultants recruit UK-wide, and we spend our time building relationships with underwriters across a wide range of classes and levels of seniority.
We can help you shape the brief, advise on what will appeal to candidates in today’s market and manage the process from first conversation to offer. That approach is one reason 98% of the candidates we place are still in their role a year later. Find out more about our services for insurance employers.
FAQs
How long does it take to hire an underwriter?
It depends on the seniority of the role, the class of business and how niche the skill set is. A clear brief and a quick, well-organised interview process are the two things that most often shorten the timeline.
Should we consider candidates from outside underwriting?
Often, yes. Underwriting assistants, account handlers and claims professionals with strong technical knowledge can make excellent underwriters with the right training and support, particularly for junior and mid-level roles.
What is the best way to reach underwriters who are not actively looking?
Passive candidates are usually reached through direct, confidential conversations rather than job boards. A specialist recruiter with an established underwriting network can approach them discreetly on your behalf.
Ready to strengthen your underwriting team?
As Insurance Recruiter of the Year at the National Insurance Awards 2021 and rated 5.0 on Google, we would love to help you find your next underwriter. Send us your vacancy brief and one of our consultants will be in touch to talk through your requirements.