Recruiting Consultant

Recruitment Consultant Growth in this agency depends on the right people joining the team and staying long enough to build books of business. You will own the full recruiting cycle for multi-line insurance talent—home, auto, business, and life—so producers spend their time serving clients instead of searching for colleagues. The role matters because every strong hire compounds into retention, premium, and a reputation that makes the next candidate easier to attract. Performance Objectives Build and maintain a qualified pipeline that yields a steady flow of interviews for producer and support roles each month. Convert sourced candidates into accepted offers at a rate that keeps open seats filled within agreed timelines. Raise first-year retention of new hires by screening for fit, licensing readiness, and a realistic view of the work. Shorten time-to-productivity by coordinating onboarding handoffs so new producers know their book plan, tools, and first 90-day goals. Strengthen the employer story with candidates and local referral sources so inbound interest grows without relying only on job boards. Report hiring activity, source quality, and drop-off points so leadership can adjust capacity before revenue is at risk. Environment & Resources You will work inside a local agency backed by a national carrier’s products, training, and brand recognition. You partner daily with the agency principal and producing team, and you use standard CRM, applicant tracking, and calendar tools already in place. There is no large corporate recruiting staff between you and the hiring decision; you own outreach, screening, and offer coordination, with marketing support for events and digital presence as needed. Essential Qualifications Proven full-cycle recruiting or business-development experience, preferably in insurance, financial services, or commissioned sales. A track record of filling roles against a numeric goal, not just posting jobs and waiting. Comfort discussing licensing, compensation mix, and the realities of building a book of business. Clear written and spoken communication that earns trust with candidates and agency leaders. Discipline with a pipeline: follow-up, documentation, and honest forecasts. Valid driver’s license and willingness to meet candidates and referral partners in the local market. Role Selling Points Direct impact on agency growth, not a distant corporate requisition queue. A multi-line book—home, auto, business, and life—gives candidates more than one path to succeed. National product strength with the autonomy of a local agency. You will see hires become producers, not disappear into a black box after the offer. Call to Action If you can fill seats with people who stay and produce, apply now. Tell us how you have built a pipeline, what conversion you achieved, and why insurance talent is a market you want to own.