About Assurance

Assurance IQ is a technology company headquartered in Seattle. We were acquired by Prudential (NYSE: PRU) to further the joint mission of improving financial wellness across the world.

Our team of world class software engineers, data scientists, and business professionals work every day to expand our product offerings and the reach of our platform. We simplify the complex world of insurance and financial services into straightforward, valuable solutions to improve people's lives. We start by asking customers a few questions, so our system can learn about their needs; from there, our ground-breaking, proprietary platform takes over and analyzes the thousands of data points that make customers unique. This is how we create custom-tailored plans for each customer; plans built precisely for their needs and budget. Our platform serves as the intersection between customer and seller, technology, and the human touch.

At Assurance, we are innovative, persevering, collaborative, calculated, and authentic, and we're working together to improve the lives of millions!

About the Role

This position is responsible for leading a team of high-performing recruiters to deliver on Assurance’s growth targets by maintaining a grasp on our agent talent pipelines, an understanding of data and underlying trends, and the ability to execute on staffing strategies and deliver outcomes. You will own the recruitment function pertaining to all our insurance sales agents, who are generally licensed in Medicare, Life, U65 health, Property & Casualty, and our non-licensed sales support roles.

The ideal candidate provides scalable, efficient experiences for candidates, hiring managers, interviewers, and People team members. The role will report into our Head of Talent and Culture.

Responsibilities

• Create recruitment plans aimed at high-volume recruiting, while maintaining a focus on high quality candidates and optimizing costs. This position will be recruiting for both W2 and 1099 agents, and as such will need to create processes that allow us to properly identify which classification our candidates are best suited for;
• Leverage data to make calculated decisions that target and land the best talent in the industry.
• Create and execute on a variety of talent attraction strategies, including: sourcing, webinars, in-person events, tech-based tooling, real-time dialing, and more;
• Analyze candidate feedback and hiring data in order to identify best practices and develop strategic recommendations for future recruiting and candidate evaluation;
• Work closely with our employment marketing team to influence and drive the agent value proposition, and make sure this is well represented broadly in all the candidate touchpoints;
• Empower, manage, and develop a rapidly growing team of highly ambitious recruiters; this includes and working closely with leadership to ensure hiring needs are being met internally, from headcount planning through to execution;
• Coach hiring leaders, hiring managers, interviewers and recruiters on best practices for effective candidate engagement and evaluation;
• Serve as an advocate for the candidate experience at every step of the hiring process;
• Develop and implement recruiting OKRs and performance tracking for both recruiters & hiring managers, with emphasis on maintaining high quality, values-aligned hires through a period of rapid scale; and
• Ensure that Assurance’s values are communicated externally during all parts of the employee life-cycle: including employer branding, marketing, interviewing, and onboarding.

Qualifications

• 10+ years of full-cycle in house recruiting experience, ideally in a high volume, high-growth environment. Experience with hiring insurance sales agents is preferred;
• 4+years of management experience, including experience with forecasting, setting goals & objectives, analyzing data, and measuring and improving recruiting performance;
• Previous experience working in insurance and software companies a plus;
• Demonstrated experience in partnering with business leaders, both internal and external;
• Familiarity with different marketing and sourcing channels (pay per click advertising, webinars, events);
• Previous success partnering with hiring managers to find, engage, and hire amazing talent; and,
• Knowledge of best practices for a variety of recruiting tools (Lever, Linkedin, Salesforce).