Insurance: Pipeline Recruiting

Finding Top Talent in the Insurance Industry

For the past decade, insurance agencies have struggled to hire qualified employees due to the changing workforce. According to the U.S. Department of Labor there are 5.5 million unfilled jobs, and 49 percent of employers say they are unable to fill many positions because of a lack of skilled workers.  Compared to other sectors in the economy, the insurance industry has a greater shortage of qualified people. Moreover, a study by McKinsey and Co., reveals that 25 percent of the professionals in the insurance industry will retire by 2018. Thus, there will be a greater talent gap in the industry that is already experiencing a shortage of workers. Today’s competitive economy has challenged insurance employers to modify their hiring strategies to close the skills gap and effectively recruit and retain employees.

Hiring managers and recruiters can get ahead of this talent shortage by taking a proactive recruiting approach. Right now, many employers take the opposite approach: reactive recruiting. This is when a company waits until there is a vacant job position to rush and fill the spot. In this scenario, employers often rush through the hiring process out of a necessity to fill the position as soon as possible and are more likely to make a bad hire.

Benefits of Building a Talent Pipeline

A pipeline will help with maintaining a pool of qualified and interested external candidates.  A hiring manager will have the opportunity to spend time  assessing candidates’ skills more thoroughly.  

Whether your agency has an open position or not, adopting an ongoing recruiting approach will set you up to build a successful team. In fact, it is more important to build a talent pipeline when you are not actively hiring. The many benefits of proactively hiring include:

  •         Less stress on the recruiting process.
  •         The ability to attract more and higher quality applicants.  
  •         The ability to provide your firm with a competitive advantage.
  •         The ability to fill critical open positions more rapidly.
  •         Increased retention rates among new hires.
  •         Dedicating a sufficient amount of time to thoroughly evaluate applicants.

Moving Promising Candidates to the Pipeline

A good applicant tracking solution offers tools that go beyond simply prescreening and sending assessments to candidates. The ideal tracking system helps agencies effectively keep in touch with those quality applicants that are available, even when there is not currently an open position. Think of this as a pipeline of qualified, interested candidates who you can contact the moment you have a job opening – this is the number one tool that an agent or hiring manager can leverage to keep recruiting and interviewing costs low, and it significantly reduces an agency’s time to hire. Once you’ve built a talent pipeline, you can resume the hiring process with applicants from the pipeline when you are ready to consider them for a current job opening.

Recruiting Pipeline Made Easy

CareerPlug specializes in working with over 6,000 insurance agencies to hire top sales producers. CareerPlug makes hiring easier by helping agencies build their talent pipeline to ultimate make the right hires and grow their company. To learn more about how CareerPlug can help you turn your agency into a talent magnet, request a demo today!

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Kacie was born and raised in Houston, Texas, and graduated from The University of Texas at Austin in 2012 with a degree in Anthropology.

Kacie joined CareerPlug as an intern while still in college in 2012. Post-graduation, she joined the CareerPlug team full-time as a Talent Specialist on the Recruitment Services side of the business, eventually working her way up to be the Recruitment Services Manager. From there, she learned her passion for the internal processes of what makes the business tick and explored other roles at the company, including Internal Support, Implementation, and Quality Management, before eventually finding her home in Design. She is now building a Creative Design branch off of the Marketing team.

Outside of work, you can find Kacie walking her dogs Bixby & Bean along Buffalo Bayou, hanging out with friends (and their pets), and tending to her 40+ house plants.

Jenny Leman


Native to Texas, Jenny graduated from the University of Texas at Austin in 2004 and joined CareerPlug in 2017. She retired her first career path as a Registered Dietitian after 10 years, and has found her true belonging in business operations.

As CareerPlug’s President, Jenny leads all teams to an aligned effort toward achieving our vision. She works to build healthy and scalable internal systems to equip and empower the CareerPlug teams to bring their best for our clients. She loves contributing new ideas and rethinking the status quo. Jenny really connects with the company’s core values, but especially with our intent to “Keep Growing.”

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Chris accidentally started a 20-year career in franchising when he was 18 years old and took a job painting houses for College Pro Painters. That job turned into the ownership of his first franchise (a house painting franchise). While at Monmouth College in IL, he operated his business, played on the varsity football team, and studied to become a teacher.

The taste of entrepreneurship and desire to coach others led Chris deeper into franchising, working with a few franchise brands helping them grow their businesses. He lived in the Chicagoland area his entire life until recently moving his family to Austin, TX.

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Use our templates to create an attractive careers page and job posting. Then promote it through our job board partners, as well as directly with your employees, customers, and social network.



Use our notifications and automations to be the first to respond to qualified applicants. Send texts and emails from directly from CareerPlug to convert applicants to scheduled interviews.



Use our prescreen questions and assessments to identify the best applicants. Then use our interview questions and scorecards to evaluate for the right things consistently.



Once you think you have found the right person, use our reference and background check resources to verify them. Then, send an electronic offer letter from CareerPlug to close the deal!



Hiring is hard, but partnering with us makes it easier. From posting jobs to scheduling interviews, CareerPlug allows you to automate certain parts of the process to improve your results and save you time.


Polly Schandorf

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Joe Lepis

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Clint Smith

Founder & CEO

Clint founded CareerPlug in 2007 with the simple idea that there was a better way to help employers connect with quality applicants. Today Clint works every day to fulfill CareerPlug’s mission: Make Hiring Easier. Leading by example, Clint loves spending his time developing new ideas and teaching others.

After graduating from the University of Florida, Clint worked in investment banking and strategic marketing; both experiences influenced the development of CareerPlug. He also spent a year away from the business world teaching 5th grade in Boulder.

Clint is passionate about helping others succeed and is involved in numerous mentoring programs. He and his wife, Sarah, are also foster parents. Clint enjoys family time, beach volleyball, and outdoor adventures.