What does the state of insurance hiring look like right now?

The wider UK labour market is cautious. Analysts describe it as 'low hire, low fire', with weaker recruitment but only slight increases in redundancies, and vacancies now sitting below pre-pandemic levels the Low Pay Commission's 2025 report. That backdrop matters for insurance, because it means employers are being deliberate about where they add headcount.

Even so, professional services are a bright spot. The largest volume increase in vacancies over August to October 2025 came in the professional, scientific and technical activities sector, which rose by 5,000 according to ONS vacancy data. Insurance broking sits within this professional cluster, and the appetite to hire specialist finance and client-facing roles reflects that same selective demand as tracked in the KPMG and REC UK Report on Jobs.

Which credit control roles are brokers hiring for?

Premium credit control is not a single job. Brokers are building small teams that cover several distinct responsibilities: chasing outstanding premiums, reconciling insurer and client accounts, managing premium finance arrangements, and handling the difficult conversations that keep a client paying and renewing.

• Credit controllers who own the collection cycle and reduce aged debt.
• Reconciliation and accounts specialists who match premiums, commissions and insurer statements.
• Client-facing credit managers who protect the relationship while recovering cash.
• Team leads who set collection policy and report on cash flow to the board.

The common thread is that these roles blend hard finance skills with soft relationship skills. That combination is harder to find than a pure ledger role, which is why brokers are choosing to develop and retain the expertise internally rather than treat it as a back-office task to hand off.

Why are brokers bringing this expertise in-house?

Cash collection and client relationships are two sides of the same coin in broking. When credit control sits inside the business, the person chasing a premium already knows the account, the renewal date and the history. That continuity protects both the cash and the relationship, and it is difficult to replicate at arm's length.

There is also a control argument. Keeping premium handling in-house gives brokers a clearer, real-time view of cash flow and client risk, which the board can act on quickly. In a selective hiring market, adding a specialist who directly protects revenue is an easier case to make than a general support hire.

How do you hire well in insurance credit control?

Start with the blend, not the ledger. Test for the ability to hold a firm but professional conversation as closely as you test for reconciliation accuracy. The best credit control hires recover cash without damaging the renewal, and that judgement is what separates a strong candidate from a competent one.

• Write the brief around outcomes: reduced aged debt, cleaner reconciliations, protected renewals.
• Assess relationship skills with a real scenario, not just a technical test.
• Value insurance-specific knowledge, such as premium finance and insurer accounting.
• Move quickly, because specialist finance candidates in a cautious market rarely stay available for long as the KPMG and REC UK Report on Jobs notes.

Speed is the quiet advantage. When the market is deliberate, the employer who runs a sharp, fast process gets first pick of the people who can do both halves of the job.

Where does Reed.ai fit into insurance credit control hiring?

We built our AI recruitment agent to move at that speed. We search a database of 15 million people, rank a shortlist in seconds and put your brief in front of the specialists who match it, so a fast, deliberate process becomes the norm rather than the exception.

Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost. If you are building a premium credit control team, tell us what good looks like and we will surface the people who fit.