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03/19/2021 · 6 min read
Phillip Boyd fills his producer pipeline through scheduled, non-negotiable prospecting blocks, tracked contact-to-conversation-to-appointment math, and habit-building during good months. A thin pipeline is not a lead-source problem, it is a discipline problem. Out-disciplining the market is the fix.
02/03/2021 · 6 min read
Captive agencies grow year over year by working retention as active outbound contact, hiring for capability not capacity, and auditing weekly activity for what actually drives production. Protect prospecting time first. The captive model holds up when the agent stops resenting it.
01/08/2021 · 6 min read
Insurance agency hiring works when you run it as an always-on system: a specific candidate profile, an ongoing pipeline, a three-stage interview process, and a structured 90-day onboarding plan with weekly metric checkpoints. Reactive hiring breaks agencies.
12/09/2020 · 8 min read
A $17M agency runs on four operating systems: a written job scorecard plus paid trial period for hiring, role-segmented comp with retention modifiers, daily producer number tracking with weekly substantive accountability conversations, and a proactive retention cadence that keeps renewal rates in the high 80s to 90s.
12/02/2020 · 7 min read
Open a new insurance agency the right way by making your first hire a CSR before you feel ready, documenting your top ten tasks with written steps and Loom videos before onboarding, picking one or two lead channels and going deep, and reviewing weekly production metrics with discipline.
05/29/2020 · 6 min read
Brian Boffa's Consolidated Human Resources runs the payroll, benefits, compliance, and employment-law overhead through a PEO co-employment model so agency owners stop firefighting HR. For 10-50 employee agencies, this gives bigger-company benefits, real compliance coverage, and back the time you were burning on admin.
04/29/2020 · 7 min read
Dave Williams runs the #1 Allstate agency in New York by hiring ahead of need from a year-round pipeline, screening for coachability and activity over experience, using multi-stage interviews instead of a single chat, and investing in a structured 90-day onboarding.
04/22/2020 · 6 min read
Build agency pay around four pillars: lead generation, sales system compliance, operations and retention, and culture. Reward prospecting, not just closing. Tie part of pay to retention. Bonus team development. Walk every hire through the plan in detail and revisit it at 90 days and one year.
04/01/2020 · 7 min read
Kirk Baker uses Team By the Minute to delegate service tasks on demand instead of carrying full-time overhead. The model only works because he documents every process first, defines what done looks like, and measures the output instead of the activity.
03/20/2020 · 6 min read
Kelly Donahue-Piro transforms insurance agency performance by replacing instinct with measured close rate, items per household, and retention. The biggest wins come from turning service calls into 15 to 25 percent items-per-household lift through trained, accountable cross-sell.
03/11/2020 · 6 min read
Most P&C agency underperformers are misplaced, not bad hires. Sort your team into hunters, farmers, and operators using behavioral signals: what they gravitate to, where they outperform, and what energizes them. Move them into roles aligned with their wiring and watch the numbers move.
02/26/2020 · 6 min read
Always Be Recruiting because a bad hire costs an agency $50K to $150K and an empty producer seat costs $5K to $15K per month. Build a candidate profile, run behavioral assessments before interviews, keep a bench, and systematize the pipeline so you hire from strength, not panic.
02/12/2020 · 6 min read
Craig's three worst leadership mistakes: micromanaging instead of leading (his top producer quit), only giving feedback when things went wrong, and hiring fast then firing slow (one bad 8-month hire cost $40K+). Fix the ratio to 3:1 positive to corrective, define decision boundaries, act on poor fit inside 30 days.
01/03/2020 · 7 min read
Grant Botma cut turnover to near zero over a decade by hiring for values alignment, onboarding around mission before skills, weaving purpose into weekly rhythms, and modeling the values himself when it costs him something.
12/30/2019 · 7 min read
Fix the insurance hiring crisis with a five-stage system: define the role before posting, write a job ad that sells, run scored structured interviews, install a written 90-day onboarding plan, and start retention on day one. Most agencies have a process problem, not a talent problem.
11/29/2019 · 6 min read
Millennial producers stay where they get purpose, frequent specific feedback, and thoughtful flexibility. Keep production and activity minimums firm. Replace the annual review with weekly 15-minute one-on-ones, pair every new hire with a mentor, and recognize progress, not just top writers.
11/22/2019 · 6 min read
Daily 15-minute structured roleplay builds three layers: scripted (word-for-word for top 10 objections), adaptive (prospect goes off-script), and pressure (owner plays a sophisticated buyer trying to win). Agencies that run it see close rates climb and discounting drop within 30 days. Five minutes daily beats two hours monthly.
09/18/2019 · 6 min read
Producer turnover is a training problem disguised as a hiring problem. Build a documented 90-day onboarding plan, schedule weekly skill training after ramp, pair every new producer with a mentor, and recruit every single day so vacancies never become panics.
09/11/2019 · 6 min read
Hiring is a compensation problem in disguise. Fund the 3 to 6 month ramp honestly, make commission simple enough that a producer can calculate daily income, and build a real long-term wealth builder (book ownership, equity, or profit share) so good producers stay past year two.
09/04/2019 · 6 min read
Restructure agency pay in four steps: diagnose mismatches between earnings and production, design a base plus commission plus targeted bonus, communicate the why and model the math, then run old and new in parallel for 60 days. Grandfather top producers individually to avoid losing them.