Big I Hires

To support the continued growth of the insurance industry, fostering collaboration across generations is essential and offers significant benefits for all involved.

The most successful companies understand that attracting top talent isn’t just about offering the highest salary; it’s about leveraging creative strategies and building an authentic workplace culture.

To address the talent shortage, here are five successful, replicable strategies already in motion to recruit the next wave of insurance talent in 2026 and beyond.

Workplace mental health and wellness impacts all aspects of a business: performance, culture, retention and the bottom line.

From producers to client managers and service teams, former student athletes are likely to embody the personal discipline and soft skills necessary to have successful insurance careers.

As hard as it may be to believe, the oldest wave of Generation Z is now hitting their late twenties. While Gen Z insurance needs are evolving, they’re not too different from their predecessors.

Rather than being wary or frustrated with the Generation Z workforce, employers who seek to understand them can offer a much more positive workplace relationship and ultimately benefit their company.

As Generation Z becomes an increasingly significant part of the workforce, employers must rethink their approach to retention and benefits.

There are opportunities to recruit seasoned, talented workers looking for a career change—if you reimagine the hiring process to emphasize competencies, not experience.

A combination of traditional and creative benefits that meet evolving employee needs is necessary to maintain a productive workforce.