For insurance brokerages
Build a stronger
insurance team.
Hire for the work your brokerage needs done. We clarify the role, approach insurance professionals, assess their experience and interest, and help you work through interviews and offers.
Employers: book a hiring call Looking for a job? Use candidate booking.More context for your hiring decision.
A resume starts the conversation. It should not have to tell the whole story.
- A search brief grounded in the work
- Clarify the accounts, responsibilities, required experience, compensation, and office expectations before approaching candidates.
- Candidate conversations before introductions
- Discuss relevant experience, reasons for considering a move, compensation expectations, and availability. Identify the fit and the questions still to resolve.
- Recruiters who stay involved
- Work directly with Adil and Leandra on candidate feedback, interview preparation, and offer questions, with the original hiring need in view.
Get clear on the hire.
Bring a job description or start with what the team needs. We work through the details with you.
- The work
- Lines of business, account complexity, client contact, renewals, and the relationship between producers and the service team.
- The person
- Licensing, technical knowledge, agency systems, and the responsibilities someone must be ready to take on.
- The opportunity
- Compensation, office schedule, support, and the reasons a professional would consider joining your brokerage.
A clear path to your next hire.
- 01
Define.
Agree on responsibilities, requirements, compensation, and the hiring process.
- 02
Find & assess.
Approach insurance professionals and discuss their experience, interest, expectations, and availability.
- 03
Introduce.
Discuss relevant experience, interest, and open questions alongside the resume. Candidates agree to the employer introduction.
- 04
Follow through.
Bring interview feedback back to both sides, follow up on unresolved questions, and work through offer details.
Before we start.
Which roles do you focus on?
Commercial and personal lines account management, client service, account executives, producers, and brokerage leadership. We also discuss placement, accounting, and team support needs.
Do we need a finished job description?
No. Start with the work the team needs help with. We can clarify responsibilities, required experience, compensation, and the working arrangement together.
Can we discuss a confidential hire?
Yes. Tell us at the outset if the search involves a replacement, succession planning, or another sensitive situation. We’ll agree on what can be discussed with candidates.
How do we get a search started?
Start with a hiring conversation. We discuss the role, priorities, and whether RP is the right fit. Search scope, fees, and engagement terms are discussed before you decide to proceed.
What should we bring to the first call?
The responsibilities, location, office schedule, compensation range, and timeline are helpful. If those are still being decided, start with what you know.
Who does your
team need next?
Tell us about the opening, the work, and the person you hope to find.
Employers: book a hiring call