Frequently Asked Questions
-
There are several advantages of working with us. If you don’t have someone in-house who recruits regularly, recruiting/hiring becomes a project you need to manage: you can either outsource it or DIY it. It will probably take you (or the assigned person on your team) a good bit longer than it would take us because we do this day in and day out. We pay for systems to search for and reach people. We have a network of contacts we’ve been building for years, relationships with other recruiters, as well as the reach to connect with many passive candidates (those not actively seeking a new job) that you may not know. We will target prospective candidates who probably don’t even know about your role because they aren’t looking. Posting on job boards or your website will only reach those who are actively looking, so we help you connect with a whole new audience. Lastly, we can bring credibility and offer third-party validation. We are deeply entrenched in the insurance industry, so we have the market knowledge and perspective to know what different companies offer and can share insight to help candidates compare one opportunity to another, ensuring the best fit for both sides. Our background and industry expertise means candidates are more likely to take our calls and value our insight as they navigate an offer to make a move.
-
Most of our work is direct placement on a contingent basis – that means, we source great candidates for you and you only pay us if you hire one of them. Reach out for details.
-
That depends! Things like a fully remote employee who can live anywhere, willingness to train certain skills, unique perks, and more generous compensation packages generally mean a quicker process. More in-office time, lower compensation, inability to train, requirement of very specific/in-demand skill sets can mean a longer timeline.
-
In-house talent teams typically have huge workloads and it can be hard to keep up. An external recruiting firm can be a great partner to lean on at a time when things are unusually busy. In addition, internal talent teams have to be “jacks of all trades”, whereas external firms will often specialize in a specific niche. Having someone who deeply understands the role and industry segment can add huge value, not only in identifying a great candidate match, but doing so more quickly. You’ll also gain access to “passive talent” - that is, folks not currently searching for jobs, instead of just sifting thru those who apply to your job posting.
For Employers
-
There’s often confusion about how the recruiter-candidate relationship works. We are hired by companies, not individuals. Thus, we do not proactively market candidates and assist them with job searches. If we happen to be working on a position that’s a fit for you, great - the stars aligned! But we cannot do a job search on behalf of an individual.
-
Nope. Recruiters are paid by the hiring company - there is no charge to you, the candidate. Which brings us to the next question….
-
If we are working to fill a role which is a fit for your background, we’ll work together to submit you for that position. However, we are compensated by companies, not candidates, and do not have the resources to partner with individuals to do a comprehensive job search on their behalf.
-
Essentially, so you don't go around us. Some people have a negative impression of recruiters and those folks are often the ones who will ask who the company is and go apply directly without us knowing, cutting us out entirely. If the candidate doesn't come in thru us, we don't get paid. Also, companies pay us to not only find, but VET candidates for "right fit". If you aren't and apply anyway, we haven't done our job to reduce their workload of omitting candidates who aren't a match for that role.
-
A great recruiter can bring a ton of value to a candidate.
First, we can help you cut through the noise. Think about it: would you rather submit your application through an online portal along with 50 other candidates, or have a nice summary outlining your skill set, personality, and goals, along with your resume emailed over directly to the hiring manager, putting you at the top of the pile? The fact that you are recommended by someone they know and trust helps, too.
Second, you can gain insight from someone who knows what’s out there - the good, bad and ugly. We can give you insight as to which companies are great to work for, and who’s not so great; which companies are more competitive; which have more flexibility; which train better; etc. That extra insight can assist you in making the best decision in your next job change. -
We offer Career Navigation calls, click here for more info.
-
As an individual, you can work with us in the following ways:
✔️ Join our database of insurance professionals and we’ll reach out to you if we happen to work on a role that’s a fit
✔️ We offer Resume help if your resume needs some TLC but you want to leave it to the pros.
✔️ Need career guidance? A sounding board to bounce ideas off of? Advice on how to navigate your next change? We offer career navigation calls for areas including retail broker account management, sales and management, and carrier underwriting, sales, loss control and management roles.
✔️ As a member of the National Insurance Recruiters Association, we also partner with recruiters nationwide on additional opportunities. Browse those openings here. If interested in a role, email us your resume (rather than applying directly) and we'll schedule a time to discuss so we can personally connect you for better consideration