Survey Insights Reveal How to Secure Insurance & Actuarial Talent in 2025

The insurance and actuarial hiring market is ramping up – with most current vacancies driven by growth, not backfill.  

Backed by exclusive data from our survey of insurance & actuarial professionals gathered for our USA Financial Sciences & Services Talent Report 2025, alongside insights and advice from our talent specialists, this article uncovers the biggest factors behind career moves in the sector and how firms can hire with confidence. 

Hiring in insurance and actuarial is back in growth mode 

“We’re seeing about 60–70% of our current roles driven by headcount expansion,” shares Nicole Mahoney, SVP – Head of Life, Annuity & Health Actuarial Recruitment at Selby Jennings. “That’s a strong signal of optimism and opportunity.” 

Both Nicole and Taylor Carrasco, Executive Director – Head of Insurance & Actuarial Services at Selby Jennings, highlights the same trend: there are more jobs than qualified candidates, and that gap isn’t closing anytime soon. 

With top insurance and actuarial professionals in high demand, the firms securing talent are those acting fast and offering what candidates truly care about –  and our survey findings show what makes an offer stand out. 

Insurance and actuarial professionals prioritise base salary increases 

Insurance and actuarial professionals were the most likely of any sector to receive a raise in the past year across the US financial sciences & services industry, according to our survey – 80% reported a salary increase. However, many of those raises were small. “It’s typical to see 2–3% increases year over year when someone stays at the same company,” Nicole explains. “But when they make a move, 5–7% is the range we expect, depending on seniority and location.” 

According to Taylor, base salaries are the most integral part of any competitive offer: “Bonuses are smaller in this space, and there’s not usually commission or incentive pay. So the base is everything – it’s what candidates zero in on.” 

It’s no surprise that 92% of insurance professionals said a higher base salary would attract them to a new role – the highest of any sector we surveyed. 

Bonus satisfaction is high due to clear expectations 

While only 68% of insurance professionals said they received a bonus within the last 12 months – a 15% decline from last year’s results – 81% said their bonus met expectations.  

Nicole attributes this to transparency. “Most bonuses are tied to individual and company performance, and expectations are set early. Even when payouts are smaller, people know what’s coming. There’s less surprise – and that matters.” 

Taylor echoes this: “Bonuses in insurance are predictable. We rarely see candidates not receiving what they were told. It’s a very structured space, and that leads to high satisfaction.” 

Flexible working matters, but remote roles are harder to find 

Insurance and actuarial professionals lead the industry in flexibility, with 78% reporting flexible hours and 88% saying they can work remotely. But the availability of fully remote roles is declining. 

“Some areas, like life and health, are still quite remote-friendly,” says Taylor. “But in property and casualty, most firms now expect at least some in-office presence – typically one to three days a week.” 

Nicole notes a growing divide between expectations and reality. “Candidates want to keep the freedom they gained during COVID. But 70% or more of our clients are now pushing for hybrid or full-time office work. Flexibility is still a top priority, but companies are tightening policies – especially for senior roles.” 

94% of insurance professionals said flexible working is important or very important when considering a new role, but only 43% would consider a fully office-based role – meaning firms that don’t offer at least some level of flexibility risk missing out on a significant portion of their talent pool. 

Benefits and work-life balance are increasingly influential 

Insurance professionals consistently report some of the strongest PTO and parental leave policies across financial services. Nicole says this is becoming more than a perk – it’s a deciding factor. “People are prioritising themselves more. They want 35–40 hour workweeks, paid parental leave, and meaningful wellness support. Benefits like these are driving decisions just as much as salary.” 

Taylor agrees that firms must evolve to meet these expectations. “The flexible hours, the generous PTO – that’s what keeps people engaged. We’re coaching clients to lean into that if they want to stay competitive.” 

Startups are introducing new compensation models 

InsurTech firms and insurance-adjacent startups are beginning to offer non-traditional packages that include equity, profit sharing, or commission-based structures.

While these offers can be financially rewarding, Taylor notes that uptake is still cautious: “Traditional insurance professionals are risk-averse. When they’re used to steady pay and bonuses, it’s hard to wrap their heads around variable comp. The upside may be there, but unless companies explain it clearly, it can be a hard sell.” 

Nicole adds that these offers are most common in newer or fast-scaling firms, and that clear communication around value is essential if firms want to convince candidates to make the leap. 

Hiring is competitive and growth-focused 

Hiring across insurance and actuarial is being driven by expansion, not just attrition. “There’s a lot of M&A activity and new teams being built out, and not enough candidates to go around,” says Nicole. That supply-demand imbalance means top talent can afford to be choosy. 

Taylor notes that in this environment, delays cost firms more than they realise: “When candidates are fielding multiple offers, speed and decisiveness matter. The ones who move fastest with strong offers are the ones winning the talent.”  

Key takeaways for insurance and actuarial hiring in 2025

Whether you're hiring or hunting for your next role in insurance and actuarial, this year’s data highlights a few key themes: 

• Compensation packages must start with a competitive base salary: Bonuses, benefits, and flexibility rarely offset a below-market base – salary remains the primary decision driver for most candidates. 
• Flexible working is non-negotiable for most professionals: With 94% rating it as important and only 43% open to fully office-based roles, firms that don’t offer at least hybrid working risk missing out on a significant pool of top talent. 
• Hybrid is now the standard, but expectations vary by function: Roles in life and health remain more remote-friendly, while property and casualty functions are seeing a stronger push back to the office. 
• Clear communication and structure set the best employers apart: From predictable bonus models to well-defined flexibility policies, transparency builds trust and boosts satisfaction across the board. 

Need support hiring specialised insurance and actuarial talent, or planning your next career move? Learn more about Selby Jennings’ insurance & actuarial recruitment services, explore current insurance & actuarial job vacancies, or request a call back today. 

More talent insights from Searching Smarter   

Hear more from Nicole Mahoney in the Searching Smarter podcast – watch the full episode here. You can also listen on Spotify, YouTube, Apple Podcasts, or wherever you get your podcasts.​