βYes, seasonality in recruitment does exist within the insurance industry, but itβs less pronounced than in some other sectors and depends on the specific roles (e.g., finance vs. actuarial vs. underwriting) and business model (e.g., life vs. Lloyd's vs. general P&C).
Hereβs a targeted view of seasonality in insurance hiring:
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π Typical Recruitment Seasonality in Insurance
MONTH | ACTIVITY LEVELS | SUMMARY |
Jan - March | π₯ High | Budget resets, headcount plans finalised, regulatory changes spur hiring |
Apr - Jun | βοΈ Moderate | Continues steadily, hiring across the business and graduates and intern offers ramp up |
Jul - Aug | βΈοΈ Slower | Decision-makers on annual leave, but some hiring (esp. for Q4 ramp-up) |
Sept - Oct | π₯ High | Pre year-end push, especially in underwriting, compliance, and finance |
Nov - Dec | π€ Low | Hiring freezes/slowdowns due to holidays, end-of-year financial reviews |
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πFunctional Differences
FUNCTION | SUMMER TREND | SUMMARY |
Finance & Actuarial | βοΈModerate to low | Usually driven by graduation cycles and long-term planning |
Claims & Operations | π₯ Consistent all year round | Hiring stays fairly stable unless thereβs a catastrophe spike |
Governance (Audit, Compliance & Risk) | π₯ Q1 and Q3 heavy | Often tied to regulatory deadlines and audits |
Underwriting | βοΈModerate | Slows a bit in summer unless tied to seasonal products |
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π Summer Strategy Tips
For Employers: Use quieter summer months for proactive sourcing, talent pipelining, and internship conversions.
For Job Seekers: Thereβs less competition in summer, and standout candidates can move faster if companies are still hiring
π¦οΈ In summary like changing weather, hiring patterns shift through the year.
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βοΈ Contact us if you'd like to discuss the market in more detail info@weareedenbrook.com
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