Insurance Recruiting

Senior-level insurance recruiting without contingency pressure

Fractional Recruiting specializes exclusively in the Canadian Property & Casualty insurance market, supporting insurers, brokerages, and MGAs with senior-level hiring decisions.

Professional insurance searches often fail for structural reasons rather than lack of effort. Internal teams may generate strong applicant volume but lack the bandwidth to screen deeply and proactively engage passive talent. Contingency recruiting introduces different risks, driven by speed, competition, and misaligned incentives.

When these issues surface late, searches stall, strong candidates disengage, and hiring teams absorb unnecessary friction.  The fractional recruiting model exists to address these constraints directly.

High applicant volume with limited internal capacity
Some professional roles can attract hundreds of applicants. Reviewing, screening, interviewing, and headhunting simultaneously is difficult to sustain alongside day-to-day HR responsibilities.

Late discovery of market misalignment
Compensation, scope, or experience requirements often prove unrealistic only after interviews begin, forcing rework and slowing momentum.

Volume-driven contingency behavior
Contingency models reward speed over calibration. Candidates are surfaced before alignment is clear, shifting filtering work to HR and hiring managers.

Misaligned candidate expectations
Role nuance and compensation realities may be oversimplified or exaggerated, leading to late-stage withdrawals and credibility issues.

Limited control once a search is underway
Activity is rarely reported, and insight is thin. There is no natural pause or reset point, while financial risk sits entirely with the client.

These are not execution failures. They are structural outcomes of how professional recruiting is commonly run.

Fractional Recruiting provides hands-on, senior-level insurance recruiting for a defined period—typically four to eight weeks—without contingency pressure or permanent headcount.

All recruiting work is performed directly by one specialist with 15 years of headhunting experience, including five years focused on the Canadian P&C sector. There are no junior recruiters, offshore teams, or management layers.

The result is consistent judgment, disciplined execution, and clear market signal throughout the search.

Every engagement includes:

• Direct access to a senior recruiter with deep P&C expertise across underwriting, claims, actuarial, technology, and operations 
• Targeted headhunting rather than résumé farming or job-board dependency 
• A fractional structure that reduces total recruiting cost compared to contingency models 
• Clear, decision-focused communication 
• A partner who operates as an extension of the internal team
   

The model is simple by design, removing overhead and incentive-driven noise.

Role alignment and briefing
Requirements, constraints, and success criteria are clarified upfront to ensure outreach reflects market reality.

Targeted P&C headhunting
Searches are driven by direct outreach, industry research, and a vetted P&C network, prioritizing fit over volume.

Search visibility without candidate exposure
Clients receive structured insight into progress and market response, focused on alignment and decision-making rather than personal data.

Ongoing communication and market context
Updates highlight quality, momentum, and emerging patterns so issues are addressed early.

Underwriting, claims, actuarial, analytics, technology, operations, and finance roles across the Canadian P&C sector, including both individual contributor and leadership positions.

By eliminating agency and office overhead, as well as fee-driven incentives, the fractional model delivers:

• Significant savings compared to contingency firms 
• Senior-level judgment on every search 
• Faster alignment with fewer restarts
   

Efficiency is a result of structure and discipline—not shortcuts.