Typical Roles at an Insurance Agency


An insurance agency requires a variety of administrative and sales staff to effectively run the business. The exact requirements will depend on whether the business is a captive or independent agency. The difference between the two business models is that a captive agent works for the insurance agency, whereas an independent agent works for the client. This guide will explain some of the most common types of jobs found at an insurance agency.

Insurance Agent (Producer)

The insurance agent is a skilled salesman who educates clients on policy options and builds relationships that lead to loyal customers.

Salary: $60,000

What Does This Role Entail?

  • Representing clients to insurance agencies
  • Selling policies and renewals
  • Communicating complex insurance information to clients in a clear manner
  • Filing claims on behalf of the client

Who to Look For:

  • Strong salesmanship skills
  • Knowledge of the legal and financial technicalities of insurance policies

Claims Manager

The claims manager reviews claims submitted by clients and interfaces between the client and the insurance agency until the claim process is completed.

Salary: $60,000

What Does This Role Entail?

  • Working with clients after a loss
  • Filing and managing claims with an insurance company

Who to Look For:

  • Experience in the insurance industry
  • Knowledge of the claims process
  • Particular knowledge of the industry you sell insurance to (automobiles, homes, etc.)

Marketing Professional

A marketing professional attracts new clients to the business and researches policies from insurance companies to better inform agents.

Salary: $45,000

What Does This Role Entail?

  • Market research
  • Advertising campaigns
  • Insurance research

Who to Look For:

  • Degree in marketing
  • Knowledge or interest in the insurance business
  • Experience in the local market

Receptionist

A receptionist handles office communications, directing calls and serving as the first face clients see when they enter the agency.

Typical Salary: $10/hr

What Does This Role Entail?

  • Answering phones, taking messages, and directing inquiries
  • Performing miscellaneous office tasks as needed

What to look for:

  • Outgoing, friendly personality
  • Ability to multitask
  • Detail oriented

Insurance Agency Hiring Tips


Hiring employees can seem like a nerve-wracking process, but it doesn't have to be. We break the process down into four basic steps: (1) Planning; (2) Recruiting; (3) Interviewing; and (4) Completing the Hire. Here are some tips for each phase of the process

Plan to Staff Your Business

Most insurance agencies start out small, with one licensed agent (usually the owner) and one or two administrative staff members to assist with the volume of paperwork required to run this business. These administrative staff will need to be trained in the insurance business to do their jobs properly.

Initially, the licensed agent (business owner) will handle all aspects of the job: marketing, sales, claims management, accounting, etc. As the business expands, more specialized personnel can be hired to take on specific roles at the company.

A claims manager can be hired to manage the claims aspect of the business. This person would work with clients after a loss, collecting information needed to file a report with the insurance company. They track the claim through to it’s completion, and work to ensure the client is satisfied.

An accountant is a wise hire, since handling the various financial transactions associated with so many insurance policies and staff members can be very time-consuming. A marketing professional can help develop advertising strategies to attract new clients.

Many insurance agencies stick with one agent and simply hire more specialized support staff as the business grows, all to free the agent up to spend more time selling and less time filing paperwork. Finding that first producer to hire is a big step, and it can be difficult to find the right person for the job.

Develop a Recruiting Strategy

Your agents are salesmen, first and foremost, so anyone you meet who strikes you as having natural salesmanship ability is a potential hire. Insurance agents and the administrative staff that support the business can be hired through any traditional channels such as flyers or online job boards.

Since so much of an insurance agency’s business revolves around the client, the vast majority of the employees you hire should be comfortable engaging with customers. Most of the jobs you fill will require customer interaction at some level, so it’s important to look for this skill in every candidate.

Interview with Confidence

If you take your time during the planning and recruiting phases of the process, you will likely end up with many qualified candidates.

Nonetheless, it is natural for a new business owner to be a bit anxious the first time hiring employees. Don’t forget that the interview is just a chance to get to know an applicant and to give them an opportunity to learn more about the role and the business. Also, it might help to remember that they are probably even more nervous than you are!

Throughout the interview process, it may help to keep in mind that most insurance agencies look for employees who are:

  • Strong multi taskers who can handle a plethora of insurance jargon and paperwork
  • Knowledgeable of the insurance agency business model
  • Customer-oriented

 Here are some sample interview questions that will help you learn more about the character of your insurance agents:

  • Talk about an unusual or unexpected way you’ve made a sale.
  • Describe a frustrating sales experience where you ultimately were not successful.
  • Describe a time you were at your best helping a customer in something.

Rejection is a common theme in sales and it’s important to understand how the candidate deals with it. Consider lodging a soft objection with them, perhaps telling them that their qualifications might not be enough to perform the job’s duties. A candidate who is easily put off by rejection (or doesn’t want the job that badly) may walk away after that, but a good salesman will offer counterpoints and continue to convince you otherwise.

Be Familiar with Hiring Laws

After selecting a job candidate, there are certain steps you will need to follow to complete the hiring process. Check out our Hiring Compliance Checklist for a step-by-step guide to the legal aspects of hiring employees.

One of the most important steps is to classify your new hire as an employee or an independent contractor. Become familiar with IRS guidelines on this matter, as there are serious consequences for misclassifying an employee as an independent contractor.

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For more details, please refer to our guide on the topic, Contractors vs. Employees: What You Need to Know. We also provide templates for the essential hiring forms you will need.

Set Up Payroll


Once you have a growing team of employees, it's time to set up your payroll. Using a payroll service provider saves you time for running your business, and also helps ensure that you comply with important federal requirements such as employee tax withholding.

To help our readers save money and grow their business, we negotiated a 20% discount for you with payroll provider ADP, the most popular small business provider in the country.

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Try ADP and get 20% off payroll services for your business.

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