Insurance hiring stays busy, and the pattern is clear: demand sits at the higher-skilled end of the market. Within financial services, recruitment has been running largely for more advanced, professionally qualified positions rather than entry-level ones, according to the government's Temporary Shortage List Stage 2 report. That report notes hiring concentrated at Regulatory Qualification Framework (RQF) level 6 and above, rather than RQF 3 to 5. In plain terms, RQF 6 maps to degree-level skill. So firms aren't just filling seats; they're looking for people who can carry regulatory responsibility from day one.
That has a knock-on effect. When the demand is this specialised, the pool of ready-made talent is smaller, and the people you want are often already employed. Autumn is also when many firms firm up their plans for the year ahead, so hiring momentum tends to hold rather than fade.
The shape of demand follows the skill level. Because recruitment leans towards RQF 6+ roles in financial services per the Temporary Shortage List Stage 2 report, the roles that move fastest are the ones needing professional judgement and qualifications: underwriters who price complex risk, claims specialists who handle high-value or disputed cases, actuaries, compliance and risk professionals, and broking roles that manage client relationships.
The common thread is regulatory literacy. People who understand the rules, can evidence their decisions and stay current as requirements change are the ones employers chase hardest. Data and analytics skills increasingly sit alongside these, as firms use more modelling to price and assess risk. For someone looking for work in insurance, building recognised qualifications and staying sharp on regulation is the surest way to stand out.
Start by being precise about the level you actually need. If the role genuinely requires RQF 6+ skills, say so clearly and screen for it early, because vague adverts pull in the wrong applicants and slow everyone down. Write the responsibilities and the regulatory expectations in plain language so the right people recognise themselves.
Then move quickly. The strongest insurance professionals are usually in work and fielding more than one conversation, so a slow process loses them. Keep interview stages tight, give feedback fast, and be ready to make a decision. It helps to know your must-have qualifications before you start, so you can screen on evidence rather than gut feel. Treat the experience of the people you talk to as part of your pitch: clear communication and quick replies signal a well-run team.
This is where we help. We search a database of 15 million candidates to find people with the qualifications and regulatory experience insurance roles demand, then we manage the process end to end so you can keep your focus on running the team. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost. The 8% reflects the value of finding the right person and managing recruitment from first search to signed offer. If you're building your insurance team for the year ahead, start a search with Reed.ai today.
