The market for top talent has always been competitive, but in 2025 it is even more of a challenge. At DW Simpson, we speak with credentialed actuaries and hiring teams across every major practice area—life, health, P&C, pensions, and consulting – on a daily basis. From our candidates, a consistent theme has emerged: what candidates are prioritizing has shifted, and many employers aren’t addressing their needs.
If your actuarial team is experiencing longer hiring cycles, dealing with offer rejections, or seeing higher turnover, understanding these shifting candidate expectations is critical. Here’s what employers need to know to attract and retain the best actuarial talent in 2025 and beyond.
Actuarial Candidates Value Work/Life Balance, and They’re Willing to Walk Away for It
For many actuaries, flexibility is now a baseline expectation—not a perk. Whether fully credentialed Fellows or actuarial analysts early in their exam progress, candidates are seeking roles that allow for better integration between their professional and personal lives.
The COVID-19 pandemic accelerated this shift when actuaries discovered the benefits of remote work, gained autonomy in their schedules, and eliminated lengthy commutes. For those in metropolitan areas like New York City or Chicago, returning to the office could mean sacrificing over 9 hours a week to commuting alone. Unsurprisingly, many are reluctant to go back to the office. Employers who offer remote or hybrid actuarial positions consistently have access to a larger, more competitive talent pool.
Key Priorities for Actuarial Candidates in 2025
To remain competitive, hiring managers must align their value propositions with what actuaries care about most. Based on thousands of candidate conversations, here are the top factors influencing career moves:
- Remote & Hybrid Work Models: Flexible arrangements are the most requested benefit across the board. Even traditional insurers are revising office policies to remain attractive to high-performing actuarial candidates.
- Competitive Compensation & Workload Balance: Actuaries understand the demands of their roles. However, positions that require extended hours (e.g., 50–60 hour weeks) come with an expectation of above-market pay, bonuses, and increased exam support.
- Internal Equity Awareness: When bringing in new hires at premium salaries, employers must consider current actuarial team pay structures. Retention suffers when internal equity is overlooked.
- Supportive Environments: Actuaries juggling exam progress, increasing workloads, and fast-changing regulatory demands want to know their mental well-being is supported. This includes mentorship programs, exam flexibility, and open communication with leadership.
- Commitment to DEI: Candidates are looking for companies that don’t just talk about diversity, they want to see active initiatives within the actuarial department and beyond.
Set Clear Expectations During the Interview Process
One of the most effective ways to reduce offer rejections and improve retention is to communicate clearly about expectations, especially around workload, career growth, and flexibility.
For example, if a role requires significant overtime or travel, be upfront about it. You may find a better fit in a candidate with entrepreneurial ambition or consulting experience. Likewise, if your actuarial function cannot support remote work, be transparent. Candidates will self-select accordingly, and you’ll avoid costly mismatches.
Flexibility Drives Results
Organizations that build flexibility into their actuarial hiring strategy are seeing stronger long-term outcomes. By being open to remote or hybrid models, you’re not only expanding your access to qualified actuaries, but also building a culture that prioritizes trust and autonomy, values that are important to actuaries.
Attracting and retaining actuarial talent in 2025 requires more than a competitive salary. It demands an adaptive hiring strategy that recognizes the priorities of actuarial professionals. Work/life balance, flexible work arrangements, equitable compensation, and a values-driven culture are essential to actuarial candidates.
By aligning your recruiting practices with these expectations, your organization can better compete for top actuarial talent and build a team equipped for long-term success.
Need help with your actuarial search strategy?
DW Simpson is the leading actuarial recruitment firm, with over 35 years of experience matching top talent with world-class organizations. Contact us to learn how we can help you build and retain a high-performing actuarial team. Top Recruiters for the Insurance Industry – DW Simpson