Hire specialized insurance talent.
UPPER runs always-on, multi-channel sourcing for actuarial, underwriting, and claims roles — building succession pipelines years before your incumbents retire. Widen the aperture beyond traditional credential pools without lowering the bar.
Quick answer
UPPER is autonomous AI recruiting software built for insurance carriers and brokers. It runs multi-channel sourcing, scoring, and outreach as one loop — building succession pipelines for actuarial, underwriting, and claims roles years ahead of retirement — so insurers fill hardest-to-fill roles before the projected 400,000+ position gap widens further.
An underwriting team, rebuilt before the retirement cliff hit
Illustrative scenario
A mid-sized carrier's commercial-lines underwriting team was aging fast — a quarter of underwriters were over 50, and the two most senior had already signaled retirement within three years. The old approach: wait for the vacancy, post the role, and hope the thin actuarial/underwriting talent pool produced a qualified applicant within a normal search window.
With UPPER, sourcing widened beyond traditional underwriting-credential pools to adjacent profiles — quantitative finance and risk analytics candidates who could be credentialed into underwriting tracks — and built the pipeline two years ahead of the expected exits. When the first retirement notice came in, three qualified successors were already engaged, and the transition happened with zero coverage gap.
Illustrative example based on UPPER's designed workflow; not a specific customer engagement.
Where insurance hiring breaks — and how UPPER fixes it
Four structural frictions unique to insurance's demographic cliff, and how autonomous sourcing removes them without lowering the credential bar.
With actuarial unemployment under 1% and these roles topping the hardest-to-fill list for five straight surveys, UPPER surfaces data-science and risk-analytics candidates who can be credentialed into actuarial and underwriting tracks (DW Simpson; InsuranceIndustry.AI).
With a roughly 6:1 retirement-to-entrant ratio and 400,000+ vacancies projected, UPPER proactively maps and pipelines candidates for actuarial, underwriting, and claims roles before incumbents give notice (NAMIC/U.S. Chamber of Commerce).
Industry estimates suggest the large majority of new insurance agents leave within their first year; UPPER's matching optimizes for role/culture-fit signals that predict retention, not just keyword match (U.S. Treasury/American College FACI, June 2024).
Only 1 in 3 insurers have a formal AI training program and fewer than 20% of cyber underwriters have formal cybersecurity training; UPPER sourcing targets candidates who already bridge insurance domain knowledge and digital/AI skill (Eliot Partnership, May 2025).
Succession sourcing, not reactive search
Pipeline the roles that retire before they become emergencies — actuarial, underwriting, and claims, years ahead of the exit.
What proactive succession looks like
Illustrative scenarios based on UPPER's designed workflow for insurance hiring — not specific customer engagements.
Underwriting succession planned ahead of retirement notices
A carrier used always-on sourcing to build a bench of underwriting successors well before its most senior team members announced retirement, avoiding a reactive scramble.
"We knew who was coming up before we knew who was leaving — that's the whole point."
Illustrative scenarioActuarial role filled from an adjacent talent pool
Facing sub-1% actuarial unemployment, a team widened sourcing to quantitative-finance candidates who could be credentialed into the role, filling a position that had stalled for months.
"We stopped competing for the same eleven candidates everyone else wanted."
Illustrative scenarioUPPER Industry Report
The 2026 field guide to insurance talent
Cited data on the industry's retirement cliff, the actuarial and underwriting talent bottleneck, entry-level attrition, and the digital-skills gap — plus the succession-sourcing playbook for carriers and brokers.
↓ Download the free PDF Read online →Questions insurance talent teams ask
How big is the insurance industry's retirement wave?
NAMIC and the U.S. Chamber of Commerce project 50% of the current U.S. insurance workforce will retire within 15 years, leaving more than 400,000 positions unfilled. Roughly one in four underwriters is already over age 50, and only 25% of the workforce is under 35 (WGLT/NAMIC; InsuranceIndustry.AI, March 2026).
Why are actuarial and underwriting roles so hard to fill?
Actuarial unemployment stayed below 1% throughout 2025, and actuarial, executive, and analytics positions have topped the Jacobson Group/Aon 'hardest-to-fill' survey for five consecutive iterations — a field with essentially no slack in supply (DW Simpson, 2026; InsuranceIndustry.AI).
What roles are insurers prioritizing for 2026 hiring?
In the Jacobson Group/Aon Q3 2025 survey, 86% of insurance companies planned to add or maintain staff over the next 12 months, with technology, underwriting, and claims identified as the roles of greatest hiring need.
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Build your succession pipeline before the retirement wave hits
See how UPPER's autonomous sourcing pipelines actuarial, underwriting, and claims talent years ahead of the exit.