How to Compete for Experienced Actuarial Talent
Experienced actuarial talent can be difficult to recruit for a simple reason: many of the professionals employers want to hire are already established in their careers. They may have strong compensation, meaningful responsibilities, valued relations…
Why General Recruiters Struggle With Specialized Actuarial Searches
Hiring for a specialized actuarial role is different from filling most professional positions. Insurance carriers, reinsurers, consulting firms, and other organizations are often looking for a specific combination of credentials, practice-area exper…
Build a Remote Friendly Culture to Attract Top Actuarial Talent
If you are seeking highly qualified actuaries for your team, the reality is simple – companies that embrace remote and flexible work arrangements gain access
What Employers Should Know About Today’s Actuarial Talent Market
If you’re hiring actuaries today, the market looks different than it did even a few years ago. The challenge isn’t simply that credentialed actuaries are
What CEOs Should Understand About Their Actuarial Function
In many organizations, the actuarial team works quietly behind the scenes. They build models, analyze risk, and produce reports that influence major business decisions. If
Hiring Risk vs. Hiring Cost: The Tradeoff Every Insurance HR Leader Manages
Insurance HR leaders are caught between two competing pressures: minimize recruiting spend or minimize the operational and financial risk of leaving critical roles vacant or filled with the wrong hire. This analysis breaks down how those two forces pull in opposite directions — and why optimizing for cost alone often amplifies risk in actuarial, underwriting, and claims functions. Covers the real cost of a mis-hire in a pricing or reserving role, how vacancy length compounds risk exposure over time, and the decision framework HR leaders can use to evaluate when a higher recruiting investment is the lower-risk choice. Includes practical signals for identifying which open roles carry the most asymmetric risk, and how to make the case for quality-focused hiring to finance and executive stakeholders.