Actuarial recruitment for insurance, reinsurance and GCC teams

Actuarial recruitment is a different discipline, because the talent pool is small, the qualifications are specific, and a hiring manager can tell within minutes whether the person across the table understands the difference between a pricing actuary and a valuation actuary. We have been learning that difference since 2014, and it is why insurers come to us for the roles other agencies struggle to fill.

Since 2014, actuarial has been our foundation. Many of our early clients were insurers and the consultancies that serve them, so we learned the work from the inside: the exam pathways, the modelling tools, the regulatory reporting cycle, and the way a strong actuarial team is actually structured. That is why our screening holds up. We do not forward CVs that merely match keywords. We assess whether a candidate can genuinely do the role, and whether the role is right for them, before a single profile reaches you.

Today we recruit actuaries across the full spectrum of life, general and health insurance, for reinsurers, for consultancies, and increasingly for the global capability centres building actuarial benches in India for their parent companies abroad. Demand has rarely been higher, and qualified supply has rarely been tighter, which is exactly the market a specialist is built for.

Many of the actuaries we recruit work with leading actuarial and modelling platforms. On the life side these include Prophet, GGY Axis, RAFM and Moses, and on the general insurance and pricing side tools such as GLM based pricing environments, Emblem, Radar and Alteryx, alongside broader technologies including R, Python, SQL and modern analytics environments.

Tools alone do not define capability. But understanding the technical environment behind a role helps us assess whether a candidate’s experience genuinely matches the work they will be doing, which is part of why our shortlists hold up.

Actuarial hiring goes wrong when a candidate looks right on paper and turns out not to fit the role, the team or the next stage of their own career. Our process is built to prevent that. We assess on capability and fit before any profile reaches you, screening at an 80 per cent rate, which is why the candidates you meet are genuinely worth your time, and why our candidates join at an 85 per cent rate once an offer is made.

Beyond technical capability, we assess communication, stakeholder management, leadership potential and long term career alignment, because these are often the factors that decide whether a placement succeeds over time. An actuary who can do the work but cannot influence the business, or who joins for the wrong reasons, is the one who leaves within a year, and that is the outcome our screening is designed to prevent.

For senior mandates we go further, mapping the market, understanding who is hiring and why a candidate would move, and running several rounds of screening before we present a shortlist. It is the same depth that has kept our retention record where it is: fewer than fifteen fees returned since 2014, because the people we place tend to stay. See our full process →