Page 4 of 34 · 678 total
09/05/2025 · 6 min read
InsureGrid eliminates insurance agents' biggest time drain by replacing manual policy-data collection with a secure prospect-authorized data share. Twenty prospect conversations a week at 30 minutes saved per conversation is ten reclaimed hours. Speed-to-accurate-quote becomes a real competitive edge.
08/29/2025 · 6 min read
Julian Chambers writes ten Medicare Advantage policies a week by treating personal development as production infrastructure: a morning routine that prepares his mental state, daily activity numbers locked to a target, and consistency over intensity. Network marketing taught him the discipline before insurance did.
08/15/2025 · 6 min read
Don Wilson's insurance branding playbook makes the agency impossible to forget: target one specific demographic, run physically memorable prospecting (oversized novelty checks, hand-delivered pastries), and put employees first so client experience follows. Authentic and unconventional beats generic and digital.
08/08/2025 · 6 min read
Private equity buyers value insurance agencies on revenue quality, multi-year retention, low owner dependency, clean financials, and consistent multi-year growth. Build to those metrics whether you ever plan to sell or not, because they are also the operating metrics that make the agency cash flow.
08/01/2025 · 5 min read
Surviving a scratch agency through a hard market means increasing client communication during rate cycles instead of going quiet, hiring producers for resilience indicators not production history, building retention systems in quiet periods, and treating AI as a tool to remove repetitive workflow tasks, not a replacement for trusted advisors.
07/16/2025 · 6 min read
Build an insurance agency worth working for by screening producers harder, running honest performance conversations at week three (not month three), and helping every producer articulate their why. Culture, not a $10K raise, is what keeps the good ones.
07/09/2025 · 5 min read
Tung Le grew a Houston Allstate agency from launch in March 2020 to $12 million in premium by separating service and sales headcount past a critical book size, using zip code loss ratio data to guide marketing spend, and refusing to onboard bad hires under scaling pressure.
07/02/2025 · 6 min read
Cassidy Arbeli left a successful captive agency to build a multi-business independent operation with documented systems, a real team culture, and the structural freedom to step away without the business collapsing. Her framework: systems before scale, culture as a recruiting advantage, and closing the business education gap.
06/25/2025 · 5 min read
Dan Kitajima built a $17M captive agency, then his carrier non-renewed $6M in policies right after he signed a $20K monthly lease. The forced jump to independent gave him market access across twelve carriers, higher close rates, broker-fee transparency, and a more profitable book per premium dollar.
06/18/2025 · 6 min read
Survive insurance agency adversity by documenting every core process, removing problem clients before they cost more than their revenue, and treating acquisitions as a way to buy infrastructure (not just clients). Ben Bucher built multi-state agencies on lessons learned during near-collapse.
06/12/2025 · 6 min read
BJ Hill built Summit Insurance to $18M in premium in Loveland, Colorado by running his agency like a championship basketball team: culture in the daily reps, structured 90-day onboarding, accountability without blame, sharp self-awareness, and grit that outlasts talent.
06/05/2025 · 5 min read
Pick one or two commercial verticals, learn them deeper than competitors will, and build referral pipelines with CPAs, commercial bankers, and attorneys serving that niche. Specialty books renew at higher rates, escape price competition, and compound lifetime value the way personal lines never do.
06/05/2025 · 5 min read
Spend 70 percent of every call understanding the client and 30 percent presenting solutions. Treat every no as data, not defeat. Use CRM and automated follow-up at 30, 60, 90, and 180 days to amplify the relationship, not replace it. Continuous learning is the only consistent production predictor.
06/05/2025 · 5 min read
David Carothers built his Tampa commercial agency by hiring baseball coaches, teachers, retail managers, and veterans, never other insurance agents. Screen for character (coachability, persistence, work ethic), then train product knowledge in-house through scripts, role plays, and mentor pairings.
06/05/2025 · 5 min read
Fix insurance commission chaos by reconciling every carrier statement against your contract terms, integrating commission data with your agency management system, and going into contingency negotiations with clean numbers. Most agencies are owed thousands they will never collect without the data.
06/05/2025 · 6 min read
Insurance agents lose paid leads because they quit after two contacts. Fix it by calling within five minutes, running a coordinated multi-channel cadence (text, email, phone), and installing a 90-day email nurture sequence. Most policies bound from internet leads close on contact five or later.
06/05/2025 · 5 min read
Build a personal media operation by picking one platform, batching short videos monthly, and hiring a small media squad (a part-time editor and a videographer) to handle distribution. Content pre-sells prospects, amplifies referrals, and compounds without ongoing ad spend.
06/05/2025 · 5 min read
Use five Cialdini influence principles to build trust and close more insurance: reciprocity (give value pre-call), targeted social proof, authority through specific outcomes, small early commitments, and genuine liking discovered in the call.
06/05/2025 · 6 min read
Peter Fournier built a recession-proof mortgage protection business by partnering with real estate agents, mortgage brokers, and loan officers who already serve new homeowners at the moment they feel most vulnerable. A scripted referral ask plus a 90-day client follow-up closes the loop.
06/05/2025 · 5 min read
Dave Williams scaled a multi-million dollar agency by treating recruiting like a sales funnel, hiring for mindset and training for skills, defining explicit cultural values instead of assuming them, and building team wellness as a performance driver. Most owners hire reactively, take whoever shows up, and lose those hires fast.
