Posted by on Aug 22, 2019 in News | Comments Off on SOUTHEAST MICHIGAN INSURANCE HIRING TRENDS

With continued low levels of unemployment and a lack of people entering the insurance industry, the local market continues to be employee driven.  As a result of these factors, we are seeing changes in compensation, hiring criteria, and flexible schedule options. The ability of insurance agencies to adapt their practices and customize employment situations to attract great employees is now front and center.  The agencies who are succeeding are implementing some of the trends discussed below. 


Salaries are climbing again in the independent agency and broker arena, but it is an uneven trend.  Currently, we are seeing more increases on the P&C side overall.  There is also an uptick in job offers including hiring bonuses. Typically, these are offered as an attempt to compensate for anticipated bonuses or to help pay for COBRA when the new employer has a waiting period for health insurance benefits to commence. 

The actual salaries are a moving target.  In commercial lines and employee benefits when the positions involve very large/complex accounts, self-funding experience, or marketing/client facing skills, we are seeing salaries and incentive packages that are in the $80s and up.  Personal lines account managers with expertise in high net worth accounts are also seeing salaries beyond the average range.

Compensation by position – Average 
Position 2019 
Commercial AM $60-75k+
Commercial CSR/Tech $45-55k+
Personal AM $40-60k+
Emp. Benefits AM $60-80k+
Emp. Benefits Analyst $50-80k+ 

It is interesting to note that salary has become more dependent upon qualities other than technical insurance skill.  Soft skills are sometimes being valued more than depth of insurance experience.  Also, we are seeing compensation levels rise for Gen X and Gen Y employees, as insurance agencies realize the pending retirements within their current staff.  The compensation packages for these employees is sometimes not commensurate with their immediate contribution value to the organization.  It is driven by competition in hiring the next and smaller generation of insurance professionals. Below are averages for positions within a mid-size independent agency.  There will be exceptions on both the higher and lower sides due to work environment, flexibility, overall benefits, and hours expected from the employer.  Yes, there is such a thing as battle pay!

Soft Skills

There are many soft skills to hire for within the insurance industry.  Technical insurance knowledge can be taught, but soft skills are difficult to teach.  The insurance industry remains a people business, and the ability to interact successfully with both internal and external customers is important in most positions.  Employers want employees who are pleasant and have a positive attitude. These are base soft skills.  The employee who performs above the base level in this area brings additional strengths to the agency.  Some areas that we see as becoming even more important are:

  1. Creative problem solving – employees who identify issues and offer ideas on how they can be solved.  Technology and the pace of work/life are changing rapidly.  Being able and willing to identify ways to adapt to changes, increase efficiency, or create work arounds in areas benefiting the organization are highly prized.  This includes identifying opportunities that might have been overlooked through a different paradigm.  Multi-generational workplaces create a great environment for people with this soft skill to thrive.
  • Bridge builders – this may be one of the most overlooked contributions.  Employees can be experts in their own specific area, but not engage in dialog and interaction with other departments outside of what they need to accomplish their tasks.  The individual who can build trust and goodwill with other departments can sometimes uncover ways to enhance the overall organization.  Being willing to ask why and invest time in developing relationships is a soft skill that has diminished with less personal interaction in daily life.  Collaboration enhances ideas and promotes bonding among co-workers.
  • Verbal and written communication – grammar and spelling issues reflect on your organization.  Employees who can convey information clearly and concisely have an advantage.  Written communication with clients should be free of grammar and spelling errors.  It should be easy to understand and to the point.  Telephone conversations should be friendly and professional.  Employees who have the skill of active listening are better able to identify and meet expectations by both the employer and the clients.


Job candidates often express the wish for greater flexibility.  This alone can be the sole motivator for a job change.  Flexibility encompasses a lot of different arrangements, some of which are easier to accommodate than others.

  1. Flex scheduling options – offering staggered schedules has become more popular lately.  We are seeing options such as 7am-3:30pm, 8am-4:30pm, 9am-5:30pm.  Some employers will also allow a reduced lunch hour in order to accommodate leaving earlier in the afternoon. This is viable for many employers when they have enough people to cover their core hours of operation.  We are also seeing a trend of less than a 40-hour work week.  Typically, it is now 37.5 hours.
  • Working remotely – the ability to work remotely is sometimes a strong motivator for employees that live a good distance from the office and would be willing to commute, but not every day.  While there are employers that hire totally remote workers, this is still an exception.  More often we see one or two days per week, and sometimes the ability to increase that with tenure and performance. Employers seem to prefer a balance with inside office work because it allows for collaboration and ease of communication.
  • Reduced work week – offering extended daily hours and a four-day work week.  Some employers have offered this option to promote flexibility. When co-workers cover for each other, this has the added benefit of extending availability to clients outside of the agency’s core hours.

When you’re looking for a good insurance hire in an employee’s market, you need to understand the forces at work.

Posted by on Sep 5, 2018 in News | Comments Off on When you’re looking for a good insurance hire in an employee’s market, you need to understand the forces at work.


I recently read an article about the current real estate market and it seems a great analogy for what we are seeing in today’s insurance hiring marketplace. Everyone has heard of home seekers losing out to more competitive bids or terms.  As frustrating as that can be, the first step toward success is understanding and accepting the market you are dealing with.

Just like the real estate market often fluctuates, so too does the insurance employment market.  Make no mistake that we are in an employee market currently.  Insurance employers in an employee market can make great hires, but they need to be smart about their interviewing and recruiting efforts.  Here are some mistakes that we see as specialty insurance recruiters. 

Not making your best offer upfront

Trying to obtain the house we want for as little money as possible is our default position.  This is true for many things in life!  In the current market multiple offers are common, and many are at or above list price.  This is not the time or the market to low ball an employment offer. An employment offer of a salary lower than asking is not a reasonable strategy in the current market. Sometimes there will be negotiation, but if there is a better offer on the table you may not get that opportunity. It is important to understand the market and the prevailing salary ranges before making an insurance employment offer.

Not being open to different solutions

Perhaps a you have a firm idea of the ideal house, in the ideal location, and at or below what you are prepared to spend.  In this market a homebuyer needs to keep an open mind so they can work with what is available. In an employee’s market, you may be waiting a very long time to find someone who fits exactly the criteria you desire.  It is better to identify the problem or workload that you need to resolve within your insurance organization.  Is it possible that it could be managed by two part-time employees?  How about a full-time employee that needs to work remotely 1-2 days per week?  An employee that needs a flexible schedule due to traffic or daycare needs?  Lastly, you may need to consider candidates with less experience than you desire.  An eager learner may bring more enthusiasm into your organization and help build your bench for the future.  

Not making the candidate feel valued during the interview process

Okay, this one doesn’t really follow the analogy, but it is so extremely important that it cannot be stressed enough.  Timely communication and feedback are crucial.  Long delays between interviews, lag time after an assessment has been taken, excessive processes and interviews, failure to keep the candidate informed of the process along the way – all these things impact the feeling that the candidate is developing toward your organization.  Candidates have options right now.  The option to stay, or the option to interview with multiple organizations.  They simply are not going to make a move if they don’t feel confident about the organization or how they will fit in and be able to contribute.  Counter offers are very common and can be quite aggressive right now.  If the candidate has doubts, their resolve to leave will waiver.   A seamless interview and hiring process along with great communication will provide the extra reassurance a great insurance employee may need to make a change.

Not working with an experienced agent

An experienced realtor (or recruiter) will know what the market will bear.  If you have a seasoned recruiter on your side, you’ll be in a much better place to get your offer accepted.  They understand the emotions that are churned up by both parties, they know salary and benefit levels for their segment intimately, and they will prevent you from making an offer that will not be accepted.   They know which items are most important to each party, and they can help facilitate a match that benefits both.  Motivation, counter offers, needs for accommodation – those are all concerns that recruiters deal with regularly.  Rely on this experience and you will not be sorry that you did.

Not learning from your mistakes

Just like house hunting, you might have to go through a few disappointments with unaccepted offers.  It is not fun learning that your job offer has been declined, and it’s easy to get frustrated if you are having multiple offers declined.  It is important to solicit candidate feedback on your interview process and offers.  Is there something you can tweak to make things smoother?  Is your idea of salary levels off base?  How is your organization perceived in the local insurance arena?  If you have had the good fortune of historically low turnover, these can be difficult questions to ask but they are important if you want to attract and retain great insurance talent in this market.


The Importance of Social Capital in the Workplace

Posted by on Jul 25, 2017 in News | Comments Off on The Importance of Social Capital in the Workplace


The insurance industry has taken great strides toward identifying human capital through various profiles and tests.  We have also done a good job focusing on developing talent, providing leadership training, and creating workplaces that offer more flexibility and employee focused benefits.  All of this is important; but an often overlooked aspect that affects retention, engagement, and performance is social capital. 

Employees who are connected to their colleagues are more likely to work toward common goals, less likely to act in an opportunistic manner, have a greater degree of trust, and often produce better results.  Some of the soft skills that make an employee socially successful are difficult to identify with traditional tests and profiles.  The ability to relate on a level that encourages collaboration and fosters trust is one of the more important skills in the workplace.  This is how great ideas are shared and developed, and it is a skill set that insurance millennials embrace.  They want to be connected to their colleagues and they want to feel part of an organization that has a common goal.  Investing in HR activities focused on building relationships among your employees may be more important now than ever before.   

We have had insurance employees express dissatisfaction with pay and other variables in the workplace, but ultimately decide to stay with their employer because they consider their coworkers their friends and extended family.  Opportunities for your insurance employees to build and maintain social relationships are of prime importance for the next generation.  Specific examples include team outings to sporting events, movie nights, and meals out together.  Just food for thought!

Independent Insurance Agency Workplace Trends

Posted by on Feb 3, 2017 in News | Comments Off on Independent Insurance Agency Workplace Trends

In 2016 we fielded a lot of questions from employers regarding PTO, flex scheduling, and work hours in general.  As the talent pool shrinks, more employers are rethinking their traditional HR practices in order to attract the employees that they would like to hire.  It is clear that things are changing somewhat, with more employers offering different flex options with earlier or later start times.  A couple of agencies have offered a flex schedule option of a 4 day work week with extended hours.  We are seeing these options more often in order to accommodate daycare or school scheduling, as well as traffic patterns for those employees with a longer commute.  Sometimes an accommodation in this area can be effective with recruiting new employees. 

We do see options of working from home on a limited basis.  As a side note, we have seen employers in outlying areas set up for completely remote employees with varying levels of success depending upon the investment in IT , and identifying the employees that are self-disciplined and able to work autonomously.

With regard to PTO and work hours, we analyzed data on 31 independent agencies in south east Michigan.   The large majority of Michigan independent insurance agencies are using PTO time instead of separate vacation and sick days.  The average starting PTO for a new employee was approximately 15 days for the first full year.  After that time, the increases were seen primarily at 5-9 years with days increasing to an average of 19.  There were also increases at 10 years +, with varying schedules and “maximum” days.  Experienced employees who have built up to higher PTO are reluctant to lose that time when switching employers, so we do see some flexibility from employers in order to make a job offer that is accepted.

The average work day was approximately 8.5 hours, with 1 hour for a lunch period – so most of agencies have a 37.5 hour work week if the lunch period is deducted.  We have noted that there are a few agencies that have decided to reduce their hours by shortening the lunch period.  This seems to be something that most employees favor. 

Building a Bench for the Insurance Industry!

Posted by on Oct 19, 2016 in News | Comments Off on Building a Bench for the Insurance Industry!

Recognizing early on the looming staffing crisis for independent insurance agencies, The Michigan Association of Insurance Agent’s established the MI Future Foundation. For the past 15+ years, MI Future has been working to bring prospective employees and independent insurance agencies together, through a focus on public relations and education.

MI Future is doing a great job of attracting young talent to our industry. We recently attended the Insuring MI Future Summit, and were impressed with the progress that has been made by this group. 

Through no small effort, they have managed to coordinate a program where students in area high schools can earn credit toward graduation for insurance related courses.  These courses also qualify for college credit within the state of Michigan.  Currently, there are active high school programs in Genesee and Ingham Counties that provide excellent models for duplication. The curriculum for this program has been approved by the state, allowing it to be offered in any county in the state.

Even this small amount of insurance knowledge makes these young people desirable as new hires for independent insurance agencies.  Please spread the word if you have any connections within the educational community.  We have many young people graduating college with general degrees, big debt, and no suitable employment.  A high school providing this program will give students a leg up on a real job upon graduation, even before completing their degree.  The insurance industry continues to provide a stable, lucrative, and diverse array of career opportunities. 

Please spread the word if you have any connections within the educational community.  This is a great opportunity for young people in every area of the state. 

More information can be found at


Governor Rick Snyder has declared February “Careers In Insurance Month”

Posted by on Feb 12, 2016 in News | Comments Off on Governor Rick Snyder has declared February “Careers In Insurance Month”

Governor Rick Snyder has declared February “Careers In Insurance Month”

In an effort to support the initiatives of the Insuring Michigan Future Coalition, the Governor has issued a proclamation giving Michigan insurance careers it’s very own month.  The state recognizes that the insurance industry currently employs 50,000 people and that number is projected to grow.  In addition, 25% of the current insurance workforce will retire in the next ten years.  This means that there is tremendous opportunity for young insurance professionals within the state of Michigan.

We need to help spread the word to young college graduates that there are many opportunities for stable and well-paying insurance jobs.  The average wage for Michigan’s insurance industry is $64,000.  This is well above the average salary for other industry groups within the state.  The variety of insurance positions is extensive, and the scope is beyond what most people consider when thinking of the field.  Positions in underwriting, claims, loss control, accounting, customer service, marketing, sales, auditing, compliance, etc. create opportunities that are a good match for many different skill sets and interests.

Internships are available with many Michigan insurance organizations.  If you know of any talented young graduates who aren’t sure of their career path, having them visit  could open up many opportunities for them.  With some internship experience, we are able to assist candidates with landing a great insurance job.  Even without experience or a college degree, we are finding that some organizations are open to bringing in entry level talent in administrative roles and then training them in different areas of insurance.


Michigan Independent Agency Survey Results 2014/15

Posted by on Apr 15, 2015 in News | Comments Off on Michigan Independent Agency Survey Results 2014/15

Michigan Independent Agency Survey 2015

Michigan Spring and Millennials are in Bloom!

Hiring Trends

Our independent agency clients have entered a new era of staffing. We are seeing a significant increase in hiring of candidates with little to no insurance experience. In 2014, 12.5% of our placements with independent agencies were with candidates who possessed little to no insurance experience. The first quarter of 2015 saw that percentage increase to over 20%. The most common entry points have been production, employee benefit analysts, and reception/administrative roles with an eye toward training them in either personal or commercial lines. We have also seen an increase in career transitions with the appropriate educational background. For example, financial analysts in other industries who can apply their skill set within the employee benefits area.


Salaries are climbing in commercial lines and employee benefits in particular. Below are the averages we are seeing with new hires. When the positions involve very large/complex accounts, self-funding experience, or marketing/client facing skills, we are seeing up to $90k in the commercial lines and employee benefit account manager positions.

Compensation by position – Average
Position 2014
Commercial AM$55-70k
Commercial CSR/Tech$42-50k
Personal AM$35-50k
Emp. Benefits AM$55-70k
Emp. Benefits CSR$45-60k


The average headcount has remained relatively stable, with a slight increase over 2013. However, agencies have reported an anticipated retirement rate of 27% of their current staff within the next 10 years. Several agencies have started to train new people so that they have a “bench” in place. Every industry is going to be in an eventual race for talent as we face a high retirement rate and a shortage of qualified employees.

Flex Time / Remote Office

We have not seen an increase in flex time or working remotely. This is an area that Millennials are going to impact. This generation expects more flexibility in their work schedule. When the shortage is great enough, accommodating that is going to be important to attracting and retaining talent. 


Michigan independent agencies are financially healthy. There has been steady growth, with most agencies reporting an increase in overall revenue of at least 5%. Staffing levels have remained steady, but hiring to replace retiring employees has increased. This is a trend we see continuing well into the next decade. The new workforce is more educated and has a thirst for technology and team based work philosophies. They are blurring the lines between professional and personal life much more than prior generations, both with scheduling and with overall work relationships. An investment now in updating HR practices and tuning into the Millennials will be time well spent as we move toward 2020 when it is estimated that almost half of the workforce will be comprised of Millennials. That’s only 5 years away!



Is accepting a counter offer a good idea?

Posted by on Jan 21, 2015 in News | Comments Off on Is accepting a counter offer a good idea?


Should I accept a counter offer?


Every year has a theme with insurance employment.  Last year was the year of the counter offer.  As insurance recruiters, we can typically smell a pending counteroffer a mile away.  The insurance job candidate will give send us many indications based on their level of enthusiasm, the questions asked or not asked, the frequency or infrequency of communication, etc.  In short, we know that something is awry.


Please recognize that this is not an unusual situation and your insurance recruiter isn’t going to be angry with you – but we need to know what is transpiring.   We have an obligation to counsel both parties, and an employer may have a second choice waiting in the wings for a position they need to fill.  As an insurance recruiter, we will counsel you not to accept a counter offer.  An insurance candidate may understandably view this as biased, but truly it is not.  This is why we encourage you to do your own independent research on the subject.  You can find several credible sources on the internet that will provide you with the potential pitfalls and statistics relating to accepting a counter offer.   Below are some of the key points you will find, but there are many others as well.  The bottom line is that you should be extremely cautious about accepting a counter offer.


  • Statistics show that more than 80% of people who accept a counter offer end up leaving or being terminated within one year.


  • The employment relationship is forever altered.  A counter offer may be extended due to panic at the thought of losing an employee, but once the moment has passed loyalty can be called into question and resentment may build from feeling that they were strong armed into a salary increase.


  • Unless your motivation was strictly monetary, nothing has changed.  Promises may be made, but ultimately once the crisis is over things will most likely remain the same as they were.


  • Sometimes the counter offer is just a delay tactic while your replacement is found.


  • Your reputation with the other employer is damaged.  It is highly unlikely that they would ever consider offering you another position.


Some relationships are meant to end.  Perhaps the employee has outgrown the position, perhaps the culture of the company has changed and it is no longer a good fit for either party.  Fear of change can hold both parties back from moving forward when they really should.  We see this play out time and again, with the vast majority of people accepting counter offers being either let go or resigning again within a 12 month period.


If you were directed to this article by your insurance recruiter and ultimately decide to accept a counter offer, we will tell you what we always tell insurance professionals – don’t be afraid to pick up the phone and call us when it doesn’t work out the way you thought it would.



Posted by on Jun 25, 2014 in News | Comments Off on HIRING AND INTERVIEWING ARE LIKE DATING – BE A GOOD DATE!

Yes, this is true even in a conservative industry such as insurance.  For a successful experience, the details and subtleties are important.   Please give some thought to the following with regard to insurance staffing.


Your organization has a reputation to uphold.  Even if you do not wish to extend an offer to the insurance job candidate, you want that candidate to have a good experience.  If your job candidate is ever asked about your company, you want their answer to be that they interviewed there and thought it was a great company but it just didn’t work out.  This is just what you would want a person you dated to tell someone that inquired about you.  What you don’t want is for the insurance job candidate to tell all about their awful interview experience where they felt rejected and disrespected.   Your insurance recruiting agency can help you to create positive candidate experiences.

How do you create a good insurance job candidate experience?  It is just like dating.

  1. If you are interested in the candidate, invite them for an interview in a timely manner.  If you are not interested, let them know that in a timely manner.
  2. Provide feedback.  You don’t have to go into great detail, but some feedback after an interview is customary.  Your insurance recruiter can assist with how to deliver positive feedback even if the candidate is not right for the insurance position.
  3. Make sure the process moves along at a good pace.  Long gaps between interviews create uncertainty with a job candidate.  Uncertainty lowers the likelihood of the job candidate making a move to your company.  This is especially true in the insurance industry where many candidates are risk adverse!
  4. Don’t make the mistake of over-underwriting.  A recruiting process that is too long or contains too many interviews or assessments will ultimately turn off a good insurance candidate.  After a certain point, you aren’t going to gain much more useful information.  What is reasonable?  For the average position, no more than 2-3 interviews and 1-2 assessments or profiles.  All of this should take place within 2-3 weeks if possible.  Positions with more responsibility will take longer – this is an average.
  5. Counter offers are becoming increasingly common.  Talented insurance professionals are in demand and they are sometimes reluctant to “break up” with their employer even when they are unhappy in the relationship.  An effective courtship will help tip the scales and convince them they could be in a better relationship.
  6. Don’t make an offer unless you are fairly sure it will be accepted.  There are many variables that go into an accepted offer other than salary.  The delivery and timing of the offer is also important.  There are many things that can be done to prevent the acceptance of counter offers and other undesirable outcomes.  Consult with your insurance recruiter before making an offer.
  7. Make the insurance job candidate feel welcome.  Keep in touch between the offer/acceptance and the start date.   Realize that they are taking a leap of faith and provide a bridge between their prior insurance position and your company.



South East Michigan Independent Insurance Agency Survey Results 2014

Posted by on Mar 17, 2014 in News, Uncategorized | Comments Off on South East Michigan Independent Insurance Agency Survey Results 2014

                      Southeastern Michigan Survey Results 2014


After a long winter, here comes the sun!

The independent agencies that were able to weather the recession have returned to profitability.  A slow but steadily recovering economy has helped, but agencies have also become more efficient and strategic.  The adaptations that were forced by the recession have created more streamlined and flatter organizations.


Due to attrition and growth, hiring demands have been very strong.  Locally we have a shortage of experienced candidates.  We lost a good part of the workforce during the recession to early retirements, career changers, and relocations.  At the same time, organizations suspended or cancelled their training programs during the worst years and now there is also a gap in the pipeline of younger people entering the industry.


We decided to conduct a survey this year because we received many individual inquiries from our agency clients regarding local trends in compensation, benefits, and the business in general during the past year.  Many of the national resources for benchmarking do not address the unique business climate of SE Michigan.


The results that follow were compiled from independent agencies located in Oakland, Wayne, Macomb, Livingston & Washtenaw counties.  If there was a discernable difference between counties we have noted it.  We have also included data that we have gathered informally from active candidates and client companies in order to make sure that each segment was equally represented in the summary.  

Agency Revenue 

The reported differences between 2012 and 2013 were fairly consistent between agencies.  All responding agencies reported an increase in revenue between 5 and 10%.  We have seen demonstrated financial health among our client agencies, with many again looking to invest in producer hires and book purchases.


On average, agencies are at a flat headcount, or up by 1-2 employees.  Most agencies do not anticipate adding to staff in 2014.  The average revenue per employee was $124,927, although this was a large range (from approximately $88,000-$180,000).

Employee Benefits 

100% of the agencies reporting offer group medical benefits of some type.  All agencies reported an increase in their group health insurance premiums, with most ranging between 9 and 12%.  One agency reported more than a 50% increase.  Coverage offerings seem to have remained consistent, with some reductions in HSA contributions or small increases in employee contribution amount.  None of the responding agencies planned on eliminating their group health plan.

Flex time / Remote Office

30% of reporting agencies do allow flex time for their workers.  The vast majority of these agencies have set work shifts that employees may utilize.  Only two agencies specifically mentioned working from home under certain circumstances and only for certain categories of employees.  80% of reporting agencies have part-time employees in several categories, notably clerical and receptionist positions.


The below compensation levels reflect a combination of long term employees and recent hires. It is important to note that if we had restricted the compensation numbers to people hired in the calendar year 2013, the averages would have increased.  This is an employee market, and salaries are rising in order to entice people to make a move.

*Macomb and Livingston counties had slightly lower salaries for each category.


Compensation   by position – Average



Commercial AM


Commercial CSR


Personal AM


Emp. Benefits AM


Emp. Benefits CSR/






Producer Compensation

There are as many variations here as there are producers in the workforce.  

  • Average commissions paid were 39% on new business and 37% on      renewal.
  • The lowest reported was 25% on new and 30% on renewal.  Not surprisingly, the lower commissions      correlated with providing a base salary and/or draw against commissions.
  • A straight commission producer (no base, no draw) was paid an      average of 47% on new and 47% on renewal.
  • The majority of reporting agencies paid commission on all      accounts, regardless of revenue amount generated.  Those that did have thresholds set the      guidelines between $1 and $5k.

Training & Development

The majority of responding agencies require that their service staff is licensed.  If it is not “required” it is encouraged.  Most agencies preferred online continuing education courses or carrier sponsored classes.

30% of responding agencies had hired someone without insurance experience in the past year.  Training was mostly one-on-one with experienced staff members.  Sometimes this was supplemented by carrier sponsored classes and/or online tutorials.  Overall the outcomes have been very good, although time consuming.  The positions which were hired/trained for included personal and commercial lines assistants and producers.

Miscellaneous Questions 

The use of service centers and the likelihood of considering outsourcing for policy checking remained relatively unchanged from our 2009 survey:


Utilize   Service Centers67.0%65.0%
 Consider   outsourcing
(policy   checking) 18.0%12.0%


  • Most agencies provide 2-3 weeks of vacation and 3-5 personal/sick days.  The least amount offered was 1 week for the first year.
  • The multiples cited in recent book purchases ranged from 1.00-1.25, however only 2 agencies reported.
  • 57% of agencies report having a no social media policy during work hours.
  • Cell phone use was generally allowed, but there were several comments regarding overuse.  We heard a lot about this during the past year or so, with agencies struggling with setting limits without banning them entirely.
  •  18% of agencies report losing a carrier or broker contract in the past year due to volume demands.


Many of the employers we talk with have shared that although they are seeing profitability rise again, business is more challenging than ever.  There is general financial health with our agency clients and a cautious optimism for continued growth.

Hiring was very strong in 2013, much of it due to pent up demand and a willingness to invest in additions to staff.

We hope that this information is useful to you.  We appreciate your participation and value your business.  Please let us know your thoughts and feedback!