Recruitment Consultant

Job Description

Job Description

Recruitment Consultant

Great agencies are built by the people who choose to join them. This role exists to find, qualify, and convert ambitious insurance professionals into producers who protect families and businesses and grow a durable book. You will own the talent engine: a clear hiring plan, a credible candidate experience, and hires who stay long enough to succeed.

• Build and maintain a qualified pipeline that consistently supplies candidates ready for appointment and licensing.
• Source producers and support talent through referrals, community networks, and targeted outreach—not volume for its own sake.
• Run structured interviews that predict production potential, coachability, and fit with a relationship-driven agency.
• Move finalists from offer to licensed, appointed, and actively selling within agreed timelines.
• Partner with agency leadership on a quarterly hiring plan tied to growth goals, not open reqs alone.
• Improve early retention by designing a first-90-day onboarding path with clear activity and coaching milestones.
• Report pipeline health, time-to-appointment, and 90-day retention so hiring decisions stay evidence-based.

You will work inside a local agency backed by a national carrier’s products, training, and appointment systems. Expect a small leadership team, shared CRM and recruiting tools, and a defined budget for sourcing and candidate events. You report to the agency principal and collaborate with producers who mentor new hires.

• Proven full-cycle recruiting with measurable fill rates and retention, ideally in sales or financial services.
• Ability to assess sales aptitude and translate it into a hiring recommendation leaders will trust.
• Comfort explaining insurance career economics—commissions, licensing, and ramp—without overselling.
• Working knowledge of licensing, appointment, and compliance steps, or the discipline to master them quickly.
• Strong written and verbal communication that reflects a trusted local brand.
• Ownership of a personal pipeline and the metrics that prove it is working.

• Direct impact on agency growth: every strong hire compounds revenue and client trust.
• Entrepreneurial scope inside an established product and training platform.
• Close partnership with the principal—not a distant corporate requisition queue.
• A market where relationships still win, and your network becomes a career asset.

If you measure success by people who get licensed, produce, and stay, apply with a short note on a hire you are proud of and why they succeeded.