Changing careers ranks right up there with some of life’s biggest decisions–it’s not something people take lightly. Every year, my team connects with thousands of insurance professionals who are exploring the job market. While every candidate has their own unique story, we’ve found that when it comes to what motivates their job search, the reasons tend to be surprisingly similar. Compensation can make accepting a new job easier, but there are generally bigger catalysts behind the decision to start a job search.
#1 Heavy Workloads Drive People Away
Recent viral work trends like Dry Promotions, Quiet Quitting, and Act Your Wage all highlight one issue: employees are feeling overworked.
My team hears it directly from account managers:
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“I inherited extra books after turnover. I asked for help, but no hires are coming.”
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“I’m working nights and weekends just to keep up. Even after a health scare, I couldn’t disconnect.”
Work-life balance is priceless for most job seekers. If your agency is short-staffed, chances are your employees are already thinking about leaving.
#2 Return-to-Office Policies
I understand the value agency owners see in having employees work on-site. There are clear benefits to in-person collaboration. However, the reality is that the insurance talent pool is already small–and enforcing hybrid or in-office policies cuts the talent pool even further. Many experienced professionals only want remote roles and won’t apply for jobs requiring office time.
Here’s what candidates share with my team:
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“I’m more productive at home without office distractions.”
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“I was hired remotely but forced back to the office. I live over an hour away–commuting isn’t realistic.”
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“I split time between two homes to stay close to family. I need flexibility.”
The demand for remote work is clear. Return-to-office (RTO) policies cause turnover and make recruiting harder in three major ways:
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Fewer applicants–Most qualified candidates want remote roles and won’t engage if office work is required.
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Smaller talent pool–You’re limited to candidates within a reasonable commuting distance.
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Longer vacancies–Remote roles fill in 30-45 days. Hybrid roles take around 100 days. Full in-office jobs often stay vacant for nine months to over a year.
As outlined in the workload discussion, unfilled roles mean heavier burdens on existing staff–and slower hiring can multiply your staffing challenges.
#3 Lack of Advancement
I’ve worked in the insurance industry since 2003, starting as a trainee fresh out of college. Agencies still invest in young talent–and they should–but the industry’s reality quickly sets in: even after just one year, many professionals want real advancement opportunities.
We hear it all the time:
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“I’m a senior account manager aiming for an AE role, but my agency promoted someone else, and I don’t want to wait.”
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“I want leadership, but the agency is family-run and there’s no path for me.”
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“The nearest retirement is decades away–I can’t afford to wait that long for a promotion.”
Without clear advancement opportunities, talented people start looking elsewhere no matter what their experience level.
Why Does a Candidate’s Job Search Motivation Matter to You?
Understanding a candidate’s motivation is crucial for two reasons.
First, it shapes your recruiting strategy. Meeting their needs and solving their pain points makes hiring easier and more successful.
Second, it’s key to retention.
If you ignore the issues driving a candidate to leave their last job, you risk those same problems causing them to leave you for a competitor.
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Talent
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