1.2k+ Happy Hires
Insurance QOP recruits with the same lens insurance teams use day to day—work that has to be consistent across jurisdictions, well-documented, and able to stand up to routine reviews. We focus on people who’ve already succeeded in comparable carrier and distribution environments, including agency networks, managing general agents (MGAs) with delegated underwriting authority, and third-party administrators (TPAs) supporting claims or policy administration. The emphasis is fit for regulated workflows, partner oversight, and core policy/claims operations, so hires integrate smoothly and stay effective as the book evolves.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
In practice, that “high-touch” looks like staying close to the company’s real operating rhythm: how renewals and endorsements flow, where claims decisions get made, what service levels are expected, and how the work moves through core systems and vendor partners. Insurance QOP keeps communication steady and plain, reflects the role and brand as they actually are, and pressure-tests fit early around decision authority, pace, and expectations. That clarity helps candidates opt in or out faster, reduces mismatches, and trims interview waste.
Over 14,000 candidates engaged on a monthly basis.
of experience in the insurance industry
average time to hire, from intake call to top caniddate accepting an offer.
Before identifying the right candidate, Insurance QOP begins by understanding your business, the role, and the standards that matter most. Once we understand the day-to-day, must-haves, and non-negotiables, we define the ideal hire and how best to reach them.
With that foundation, Insurance QOP conducts targeted market research to map real candidate availability. This data shapes a focused outreach plan that connects with qualified professionals already performing in comparable insurance environments.
We reach out proactively to the candidate pool, quickly building a pipeline. Every prospect is screened against your criteria to confirm fit, surfacing qualified candidates efficiently and reducing wasted time.
Throughout interviews, Insurance QOP manages communication, scheduling, and preparation. We support offer discussions and ensure a smooth transition so hires integrate successfully and remain effective in the role.
We use a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in insurance, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
We convert your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
We operate on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within insurance. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records. This lets us support both day to day ancillary hiring and higher-level leadership needs within the same industry.
We keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success
