P&C Recruiting & Headhunting — One Senior Specialist

With 15 years of headhunting experience — and five years dedicated solely to the Canadian Property & Casualty insurance sector — all recruiting work is handled directly by a single specialist. No junior recruiters, no offshore teams, no layers of management, and no corporate overhead.

This lean structure ensures accuracy, consistency, and real industry judgment from the first conversation to the final hire.

At Fractional Recruiting, every search benefits from:

• A senior recruiter with deep insurance expertise and industry connections — someone who understands underwriting, claims, actuarial, insurance technology, and P&C operations.
• Targeted headhunting, not résumé farming or job-board dependency.
• A fractional recruiting model with low overhead, delivering 50–80% savings compared to traditional contingency firms.
• Transparent communication and real-time visibility into search progress (rewrite of your “full transparency” line).
• A partner who operates like an extension of your internal team — not a detached third-party agency.
   

Because the model is simple and direct, you get senior-level search quality at a fraction of the cost.

I meet directly with HR and the hiring manager to clarify:

• Role requirements 
• Success criteria 
• Roadblocks and market realities 
• Candidate motivations & deal-breakers
   

This step is the foundation of an accurate P&C search.

I rely on direct outreach, industry research, and a large network of vetted P&C professionals.

Methods include:

• Discreet calls to employed candidates (even at work) 
• Multi-channel outreach (LinkedIn, phone, email, text) 
• Customized screening for technical roles (Guidewire, actuarial, specialty underwriting)
   

This is real headhunting — not job-posting.

Clients receive a live tracking sheet that includes:

• Number of candidates contacted 
• Pipeline stages (contacted → screened → shortlisted → interviewed) 
• High-level qualification summaries 
• Salary benchmarks & market insights 
• Candidate motivation themes (growth, stability, project interest) 
• Screening notes focused strictly on fit
   

This gives you clarity without risking confidentiality.

You receive:

• Weekly process updates 
• Market intelligence 
• Clear shortlists 
• Thoroughly vetted candidates 
• Proactive problem-solving
   

Clients often say the process feels like having an internal recruiter on their team.

Below is a sample of the most frequently recruited positions in the Canadian P&C sector:

• Commercial Lines Underwriter (Small / Mid-Market / Large) 
• Personal Lines Underwriter 
• Farm / Agriculture Underwriter 
• Specialty Lines Underwriter (Marine, Liability, Surety, etc.) 
• Underwriting Manager / Director
   

• Property Claims Adjuster (Inside / Field) 
• Auto Claims Adjuster (AB, BI, PD, Total Loss) 
• Commercial Claims Adjuster 
• Claims Examiner / Senior Examiner 
• Claims Manager / Director
   

• Actuarial Analyst 
• Senior Actuarial Analyst / Pricing Actuary 
• Data Analyst / BI Analyst
   

• Guidewire Business Analyst 
• Guidewire Developer / Integration Specialist 
• Project Manager
   

• Underwriting / Claims Operations Specialist 
• Broker / Distribution Manager 
• Risk Analyst / Risk Manager 
• Finance Analyst
   

By eliminating all agency overhead — corporate offices, management layers, admin staff — the model consistently provides:

➡️ 50–80% savings compared to contingency firms
➡️ Senior-level quality on every search
➡️ Faster, more accurate results