The Talent Crisis in Commercial Insurance Brokerages

The Talent Crisis in Commercial Insurance Brokerages

The commercial insurance brokerage sector is facing a deepening talent crisis—especially in mid-level roles like underwriters and account managers. With hiring timelines stretching to nearly three months and candidate quality declining, brokerages can no longer afford to rely on outdated hiring methods.

• 68% of firms struggle to fill underwriting roles
• 63% report shortages in account managers
• 61% observe a drop in candidate quality over the past two years
• Only 42% of insurance professionals are open to transitioning into brokerage roles (down from 51% in 2022)
• 37% of brokerages now face hiring timelines exceeding 90 days

According to The Jacobson Group’s 2024–2025 Labor Market Study, this crisis is fueled by shrinking talent pools and increasingly complex role demands—digital fluency, regulatory knowledge (GDPR, CCPA), and specialized risk assessment skills are now table stakes.

The stakes are high: Without qualified underwriters and account managers, brokerages risk losing clients, missing growth opportunities, and failing to meet evolving compliance standards.

A real-world example from Mid-Atlantic Insurance Group illustrates the urgency. After implementing AI-powered screening tools, they reduced initial candidate evaluation time by 65% and improved interview scheduling efficiency by 70%—all while hiring candidates with stronger niche expertise in cyber risk and ESG compliance.

This shift isn’t just about speed—it’s about precision. As Dr. Sarah Thompson, Senior Analyst at The Jacobson Group, warns: “The talent gap isn’t just a hiring issue—it’s a strategic risk.”

The solution lies in leveraging technology that augments human judgment, not replaces it. Next, we’ll explore how AI can transform your hiring process—starting with targeted, measurable wins.

How AI-Powered Hiring Solves Real Recruitment Bottlenecks

How AI-Powered Hiring Solves Real Recruitment Bottlenecks

The commercial insurance brokerage sector is drowning in hiring delays. With 89 days to fill underwriter roles and 78 days for account managers—up from 71 and 62 days in 2023—recruitment has become a strategic bottleneck. 68% of firms struggle to hire underwriters, and 63% face shortages in account managers, especially in high-demand niches like cyber and healthcare risk. These delays aren’t just inconvenient—they’re eroding client service, slowing growth, and increasing operational risk.

AI-powered hiring tools are emerging as a lifeline. Early adopters report 65% faster resume screening, 70% better scheduling efficiency, and 58% higher consistency in initial evaluations—all critical gains in a tight labor market. These improvements aren’t theoretical. They’re backed by real data from The Jacobson Group’s 2024–2025 Labor Market Study, which confirms AI’s role in turning recruitment from a drag into a competitive advantage.

Manual resume screening is one of the biggest time sinks. Recruiters often spend hours sifting through hundreds of applications, missing qualified candidates amid noise. AI cuts through this chaos by scanning resumes against role-specific competencies—like policy type experience, regulatory knowledge (e.g., GDPR, ESG), and client retention skills—without bias or fatigue.

• 65% reduction in screening time
• Automated filtering by domain-specific keywords (cyber risk, construction liability, etc.)
• Consistent application of predefined hiring criteria across all candidates
• Real-time alerts for high-potential profiles
• Integration with existing ATS/CRM platforms (e.g., Salesforce, Workday)

For example, Mid-Atlantic Insurance Group used AI to automate screening for a mid-level underwriter role. The tool flagged 42% of applicants as “high match” based on niche experience in industrial risk—candidates human recruiters had overlooked. The result? A 40% faster shortlist and a hire who reduced client onboarding time by 30%.

Interview scheduling is another major bottleneck. Coordinating availability across multiple stakeholders—recruiters, underwriters, HR—often takes days. AI-powered scheduling tools eliminate this friction by automatically syncing calendars, sending reminders, and adjusting in real time.

• 70% improvement in interview scheduling efficiency
• 24/7 availability for candidate outreach
• Automated follow-ups and no-show prevention
• Seamless integration with Outlook, Google Calendar, and CRM systems
• Reduced scheduling errors and missed appointments

One brokerage reported cutting average scheduling time from 12 days to under 3 after deploying AI coordination. This allowed recruiters to focus on relationship-building instead of chasing calendar slots.

Human bias and inconsistency plague early-stage evaluations. AI ensures every candidate is assessed using the same criteria—whether they’re applying for a generalist account manager role or a specialist in ESG compliance.

• 58% higher consistency in initial evaluations
• Standardized scoring across interview panels
• Bias mitigation through anonymized candidate data
• Real-time feedback for recruiters
• Audit-ready documentation for compliance (FCRA, EEOC)

As Linda Chen, HR Technology Consultant at Aon-Ward, notes: “AI isn’t about replacing human judgment—it’s about enabling it.” By automating repetitive tasks, recruiters can shift focus to cultural fit, client empathy, and long-term potential—where humans excel.

The path forward isn’t just faster hiring—it’s smarter hiring. With AI handling the volume, your team can focus on what truly matters: building a talent pipeline that’s resilient, skilled, and aligned with your brokerage’s future.

A Step-by-Step Framework for Ethical, Effective AI Adoption

A Step-by-Step Framework for Ethical, Effective AI Adoption

Hiring in commercial insurance brokerages is under unprecedented pressure—89 days to fill underwriters, 78 days for account managers, and a shrinking talent pool. The solution isn’t more manual effort—it’s smarter integration. AI can slash screening time by 65% and boost scheduling efficiency by 70%, but only when deployed with purpose, compliance, and human oversight.

This step-by-step framework ensures your AI adoption is not just fast, but fair, scalable, and aligned with business goals—starting with a clear audit and ending in sustainable transformation.

Begin with data, not assumptions. Compare your hiring timelines to industry standards:
- Underwriters: 89 days (up from 71 in 2023)
- Account managers: 78 days (up from 62)
- 37% of brokerages exceed 90-day hiring cycles

Use this to pinpoint where delays occur. Is it resume screening? Interview coordination? Initial evaluation consistency?
- 61% of firms report declining candidate quality
- 68% struggle to fill underwriting roles

Focus AI on the highest-impact bottleneck—typically the first stage of screening.

Transition: Once you’ve identified the pain point, it’s time to design a human-centered intervention.

Don’t overhaul your entire process overnight. Start small with a focused AI Workflow Fix—such as automated resume screening or interview scheduling.
- AI reduces resume screening time by 65%
- Interview scheduling efficiency improves by 70%

Choose a vendor with:
- Domain-specific training (e.g., insurance risk, ESG, cyber compliance)
- Compliance readiness (FCRA, EEOC)
- Seamless integration with your ATS/CRM (e.g., Salesforce, Workday)

This ensures AI doesn’t introduce bias or friction—it enhances consistency and fairness.

Transition: With a pilot in place, scale with confidence by building ownership and control.

Avoid vendor lock-in. Opt for AI Development Services that deliver production-ready, fully owned systems with two-way API integrations.
- AIQ Labs’ AI Development Services enable custom workflows tailored to insurance-specific needs
- Full ownership means long-term scalability and adaptability

This allows you to evolve your AI as role requirements shift—without dependency on third-party updates or pricing changes.

Transition: Now, amplify capacity with intelligent automation that works around the clock.

Introduce managed AI Employees—like an AI Recruiter or AI Interview Scheduler—to handle repetitive outreach, scheduling, and follow-ups.
- Operate 24/7 without fatigue
- Cost 75–85% less than human hires
- Eliminate missed calls and delays

This frees your recruiters to focus on what only humans can do: assess cultural fit, build trust, and make nuanced decisions.

Transition: To ensure lasting success, embed AI into your culture—not just your tools.

Engage a full-service partner like AIQ Labs’ AI Transformation Consulting to guide a six-pillar journey:
1. Assessment
2. Development
3. Integration
4. Governance
5. Adoption
6. Innovation

This ensures AI becomes part of your operating model—not a one-off project.

With this framework, you’re not just hiring faster—you’re hiring smarter, fairer, and with future-proof capability.