Insurance Recruitment 2025: Drive, Vision & Tech Are Changing the Game

The insurance industry is in the middle of a transformation. As traditional sales models fade and technology reshapes the way agents connect with clients, recruitment and retention of 1099 contractors are evolving fast. In a live panel discussion hosted by Hirey on Thursday, industry leaders—Ruben Mirzajani, Senior Marketing Director at World Financial Group (WFG), and Spencer Hall, Executive Marketing Director at GFI—shared what’s working, what’s not, and where we go from here. Here are the key takeaways, straight from the front lines of insurance sales in 2025. The Real Challenges in Recruitment? Mindset Over Résumé Forget résumés or sales experience. According to Ruben and Spencer, the biggest roadblock in recruiting new agents is mindset. “I’ve never met someone who didn’t want to make money,” Ruben said. “But many people don’t have a long-term vision. They’re stuck in a 9-to-5 mentality.” It’s not about convincing people that insurance sales is lucrative—it’s about helping them believe they can do it. Fear, self-doubt, and negative self-talk are rampant. What recruiters need to do is challenge that thinking and show candidates a different lens. Spencer echoed the same idea. The challenge is finding people with an entrepreneurial spirit—not job seekers. “We don’t offer jobs. We offer opportunities. Opportunities to build, to lead, and to be free.” He points out that many prospects still associate insurance sales with outdated methods, like going door-to-door or cold-calling without tech. “They don’t realize the game has changed.” Retention Starts With Belief, Systems & Speed Selling the dream is easy. Helping people survive the early nos is where the real work begins. “This business is a contact sport,” Spencer said. “A new agent might hear 15 rejections before they get one yes. That can crush you if you’re not prepared.” So what keeps new agents from quitting after the first few “no’s”? Strong onboarding systems Quick wins (i.e., fast commissions) Recognition and community “Some people fight harder for ribbons than for cash,” Spencer joked—but he wasn’t kidding. For Ruben, mentorship is everything. “You need to show new agents that they can win. Take them into the uncomfortable and help them grow there.” It’s also about reframing what “closing” means. “Closing isn’t a sales trick—it’s helping someone. If you believe that, you approach the job completely differently.” The Future is Tech-Enabled (and the Future is Now) Both speakers agreed: technology is the biggest opportunity in insurance recruitment today. From lead-gen platforms to AI-assisted underwriting, the tools now available are removing traditional friction points. Remote recruitment, Zoom trainings, instant policy approvals—it’s all reshaping how teams operate. “I live in LA,” Ruben said. “But now I can connect with agents and clients in Alabama, Texas, Mississippi—without leaving my desk. The world got smaller.” Spencer added, “I can be on back-to-back calls, run a 50-person meeting, and send out a quote link that walks the client through the process—all from my living room.” The best part? New recruits no longer need months of training before they start seeing results. AI and digital platforms have leveled the field. A motivated newcomer can start earning quickly—with the right tools and guidance. So What Actually Works? With all the noise in the recruiting space, what actually makes a difference in getting—and keeping—strong agents? Here’s what Ruben and Spencer say truly moves the needle in 2025: 1. Recruit for Mindset, Not Just Résumés Experience can be taught. Hunger can’t. The most successful agents aren’t necessarily the ones with prior sales background—they’re the ones who come in ready to learn, ready to grow, and ready to bet on themselves. If someone has an entrepreneurial spark, even if they’ve never worked in finance, they can thrive. 2. Get Agents a Win—Fast People don’t stick around if they don’t see results. That’s why early success is critical. Whether it’s closing their first sale, earning their first commission, or getting public recognition in the team chat—something needs to click early on. It builds belief, momentum, and confidence. 3. Create a Culture of Belief, Recognition & Community People stay where they feel seen. From Slack shoutouts to performance-based contests, team calls, and in-person events, consistent recognition makes agents feel like they’re part of something bigger. It’s not just a sales gig—it’s a community. One that celebrates growth, effort, and grit. 4. Leverage Tech to Empower, Not Overwhelm Tools should make things easier, not harder. Lead systems, AI-powered quoting, one-click applications—these platforms are game-changers when introduced with proper training and support. Especially for new agents, seamless tech can flatten the learning curve and reduce the fear factor. 5. Lead by Example, Always As Spencer put it, “You can’t expect people to do what you’re not willing to do.” Whether it’s picking up the phone, running a field appointment, or taking a rejection with grace—leaders who do it first earn trust, respect, and loyalty. It sets the tone for everything else. 6. Help People Reimagine Themselves At the heart of it all, this business is about identity. The best recruiters don’t just pitch an opportunity—they help people see a version of themselves they haven’t fully stepped into yet. That’s the real magic. That’s where transformation starts. Insurance sales in 2025 isn’t about cold-calling or chasing commissions. It’s about building people. Building belief. And building systems that help agents see themselves as leaders—before they feel like one. And the good news? With the right tech and training, almost anyone can do it. Watch the entire conversation here.