Purpose of This Guide
We created this guide to assist hiring managers, HR teams, and recruiters in finding, assessing, and retaining top-quality actuarial candidates. Actuaries come with specialized credentials, including rigorous exams and professional designations.

Employers deserve straightforward advice on how to structure job descriptions, interview strategies, and offer negotiations.

By sharing insights on best practices, we aim to simplify your hiring process and improve your odds of recruiting strong performers who can hit the ground running in your business.

This guide focuses on the unique demands involved in recruiting actuaries, from exam requirements to salary considerations. We invite you to use this introduction as your starting point.

Who This Is For
This guide is for HR leaders, line managers who are hiring actuaries, and recruiters eager to expand their candidate pool.

Our guide focuses on actuarial professionals in life insurance, P&C insurance, health insurance, consulting, and any sector that employs actuaries.

We also welcome aspiring actuaries who want to understand how employers view key qualifications. Whether your organization is building an actuarial department or simply needs guidance, this guide can serve as your reference for attracting and keeping the right talent.

How to Use It
We have organized the material into clear sections. Feel free to jump straight to topics such as compensation, onboarding, or interview tips if time is limited. We recommend reading each chapter for a full picture of the actuarial hiring process.

Each section highlights essential information, from sourcing strategies to exam prerequisites. We also FAQ’s, bullet points, and direct tips you can apply immediately.

Frequently Asked Questions

• Why is there high demand for actuaries?
  Employers rely on actuarial skills to predict uncertain outcomes and minimize business and financial risk. This specialized knowledge keeps demand high, while demand is constrained due to the rigorous exam and credentialing process
• What makes hiring actuaries different?
  Applicants must satisfy exam requirements, maintain professional designations, and handle complex analytical tasks. This adds a layer of criteria for screening candidates.
• Do smaller companies benefit from hiring actuaries?
  Yes. Smaller organizations can use actuarial expertise to manage insurance costs, set aside reserves, or forecast long-term liabilities.
• Where can we post positions for better results?
  Niche boards, including Acturhire, often deliver targeted responses from professionals who match your criteria.

We look forward to guiding you in how to hire actuaries in a way that benefits both your organization and the professionals you bring on board.

1. Understanding Actuaries & Their Value

The process of hiring an actuary starts with grasping what these professionals do and why they matter to every organization that depends on risk analysis. We see actuarial expertise as a key driver of informed decisions and financial stability. Below, we outline the core responsibilities, the technical know-how, and the future trends that shape these roles.

What Is an Actuary?
Actuaries specialize in risk analysis, forecasting, and modeling for industries like insurance, finance, and healthcare. They sift through data, predict potential outcomes, and advise on strategies that minimize losses or boost profitability.

In terms of seniority, common roles include:

• Actuarial Analyst: Entry-level support, runs statistical models, assists senior staff
• Senior Actuary: Designs advanced financial models, mentors junior analysts, shapes policy decisions
• Chief Actuary: Oversees entire actuarial functions, sets departmental goals, interacts with executive leaders

Life, health, P&C and retirement actuaries all share a focus on quantitative methods but apply their skills to different products and regulatory environments.

Why They’re Essential
We rely on actuaries to deliver risk mitigation, regulatory compliance, and strategic financial insights. These professionals help organizations manage uncertainty by:

• Estimating the likelihood of events (e.g., natural disasters, mortality rates, or market shifts)
• Ensuring that insurance coverage is adequately priced
• Informing leadership on long-term financial commitments and potential liabilities

Without solid actuarial input, companies face threats to profitability and long-term viability. By adding well-trained actuaries, employers gain accurate data-driven analysis that guides crucial decisions.

Technology & Tools Primer
Actuaries handle various software and programming languages to refine their data analysis, modeling, and reporting processes. In many firms, top candidates use:

• R, Python, or SAS for statistical modeling and data analysis
• SQL for database queries and data manipulation
• Excel for quick calculations and preliminary analysis

When evaluating an actuary’s technical proficiency, we suggest (particular at the entry level where work experience is uncertain):

• Technical Interviews: Invite discussions on their approach to problem-solving and analysis
• Project-Based Assessments: Assign a brief modeling project to see how a candidate interprets data and presents conclusions
• Coding Tests: Assess basic knowledge of R or Python for real-world tasks. This is particularly useful for role with more of a developer / coding focus

Future of Actuarial Science
We see growing interest in machine learning, big data, telematics, and climate change risk modeling. As AI gains traction, analytical roles may increasingly require:

• Familiarity with AI models
• Knowledge of advanced platforms for data-driven insights
• The capacity to translate new findings into practical recommendations

Staying current on these trends can help your team spot high-potential candidates early, especially those who bring additional expertise in emerging tools. By prioritizing forward-looking talent, employers stay competitive and can respond more effectively to shifting market demands.

2. Common Challenges in Hiring Actuaries

Hiring actuaries can feel tricky when candidate pools are small and specialized skills are in high demand. We often see several hurdles that complicate recruitment efforts and understanding them now may save headaches later. Below, we outline the primary challenges:

Tight Talent Market & Niche Expertise
Actuarial roles demand exam completions, strong mathematical abilities, and in-depth knowledge of insurance principles and products. These factors lead to:

• Small Talent Pool: Limited qualified applicants who juggle multiple offers
• Exam Constraints: Candidates often balance work with ongoing exam schedules. Actuaries may look to move jobs at times outside exam season
• Specialized Skills: Highly technical backgrounds required, from data modeling to regulatory compliance

Such niche expertise intensifies competition for top talent, making it vital to hone your hiring strategy. Good actuaries are high in demand both at existing employers and for new employers

Competition & Compensation Pressures
The strong need for actuaries pushes salaries upward, particularly for those with advanced exam progress or rare specialties. Employers may face:

• Accelerated Hiring Timelines: To secure a top candidate before rivals do, you often need to move quickly – it can be challenging to move quickly in some organizations
• Increased Compensation Expectations: Market rates rise due to constant demand. Market salaries increased dramatically during COVID although increases have levelled off into 2023 and 2024 as economic conditions have shifted
• Negotiation Challenges: Offers often include exam fee reimbursements, study time, and flexible schedules. Many of these perks are standard across the industry

Failing to match these expectations may cost you strong candidates.

Diversity, Equity & Inclusion (DEI)
We see inclusive hiring as a must for better risk models and smarter decision-making. Building a more diverse team brings varied viewpoints and problem-solving styles, which benefits any organization. Useful measures include:

• Writing Inclusive Job Descriptions: Avoid limiting phrases that discourage certain groups
• Addressing Unconscious Bias: Standardize interview questions and scoring
• Partnering with Underrepresented Communities: Connect with schools or associations supporting diverse actuarial talent

Fostering DEI can mean better retention rates and stronger analytical outputs.

Misalignment of Expectations
Some employers envision actuaries simply crunching numbers, while actuaries may expect strategic roles that influence decision-making. To avoid disconnects, we recommend:

• Clarifying Responsibilities: Clearly define daily tasks and core objectives
• Setting Realistic Goals: Ensure stakeholders understand exam demands and project timelines
• Educating Internal Teams: Give non-actuarial staff a basic grasp of the actuary’s function, so everyone shares a consistent view

Aligning expectations leads to smoother onboarding and greater success in securing the right person for the job.

3. Defining the Role & Requirements

A well-structured job description helps attract the right candidates while keeping expectations realistic. Below, we outline technical qualifications, soft skills, responsibilities, and considerations for in-person, hybrid, or remote work.

Technical Skills & Exam Requirements

Actuarial exams remain a key factor in assessing a candidate’s commitment and expertise, but we suggest providing a range of experience levels to broaden your applicant pool.

• Entry-Level (0–3 years): Progress toward ASA / ACAS, strong technical foundation
• Mid-Level (4–7 years): ASA / ACAS or near-FSA / FCAS completion, hands-on experience in pricing or reserving
• Senior-Level (8+ years): FSA / FCAS, leadership experience, ability to oversee actuarial teams

Beyond credentials, many actuaries balance full-time work and exams simultaneously. Clearly stating your company’s exam fee reimbursement and study time policies helps attract candidates looking for employer support.

Additional Consideration: Some candidates may transition into actuarial work from data science, finance, risk management, or even teaching backgrounds. While they may not have followed a traditional exam path, they bring valuable quantitative and soft skills.

Soft Skills

Beyond technical expertise, actuaries must interpret data, present insights, and collaborate across teams. The best candidates balance analytical talent with the ability to explain complex concepts in plain language.

• Communication: Presenting findings to non-technical audiences, preparing executive summaries
• Business Acumen: Understanding financial risk, regulatory environments, and market trends
• Leadership Potential: Taking ownership of projects, mentoring junior analysts, engaging in cross-functional decision-making

Actuaries who can bridge the gap between technical analysis and strategic business decisions add significant value to an organization.

Responsibilities & Outcomes

Actuarial roles involve a mix of data analysis, financial modeling, and strategic planning. Depending on the level, a successful hire may:

• Deliver regular processes for reserving and capital modelling
• Present data-driven insights to stakeholders, executives, and regulatory bodies
• Monitor regulatory changes and adjust assumptions to maintain compliance, liaise with external bodies such as rating agencies and departments of insurance
• Leverage automation tools to improve efficiency in actuarial workflows
• Develop predictive models to improve pricing outcomes
• Design and implement new processes to drive better outcomes

In-Person, Hybrid, or Remote Work Expectations

Work location flexibility is a major factor for many candidates. Clearly stating your organization’s stance on remote work, hybrid schedules, or in-office requirements ensures alignment from the start.

• Example: "This role requires two days per week in the [City] office. Fully remote candidates may be considered based on experience level."

First 6–12 Months: What Success Looks Like

New actuarial hires need time to integrate into workflows and gain familiarity with company-specific models. Employers should set realistic expectations while recognizing that you are unlikely to get everything you’re after in a single candidate.

A structured 30-60-90-day plan helps ensure progress:

• Days 1–30: Meet key stakeholders, learn internal models, set initial project goals
• Days 31–60: Take ownership of smaller projects, receive structured feedback
• Days 61–90: Present completed work, propose improvements, begin leading advanced initiatives

A good candidate may ask what the first 30-60-90 days looks like during an interview – having a good answer prepared makes you look prepared and credible.

Frequently Asked Questions

Q: Should we require a specific exam level?
It depends on the seniority of the role. More exams often mean higher salary expectations, but candidates earlier in their careers may bring long-term potential. It’s possible to find amazing junior candidates who don’t have the exam experience yet. That’s why we suggest giving ranges for exams and year of experience requirements.

Q: Should our job listing emphasize soft skills?
Yes. Many actuaries struggle with communication, so prioritizing candidates who can explain their findings clearly can set apart stronger hires.

Q: How do we handle exam fees and study hours?
Actuarial candidates often factor employer support into their job decision. Clearly outlining policies on exam fee reimbursements, study leave, and mentorship programs makes your offer more attractive.

Q: How do we balance salary with experience level?
List a range and be open to negotiation based on a candidate’s strengths. You should always expect a candidate to counter the first offer. Remember: a strong technical candidate with fewer exams may bring more value than someone further along the exam track but lacking practical experience.

Final Thoughts

We encourage employers to prioritize key skills while allowing flexibility on secondary qualifications. The most effective approach to how to hire actuaries is balancing technical expertise, leadership potential, and long-term growth opportunities.

4. Crafting a Compelling Job Listing

The hiring process for an actuarial position starts with an attractive, well-written job listing that resonates with top candidates. We see many employers struggle to stand out, so these guidelines can help boost engagement and bring in better applicants.

Clear, Specific Titles & Summaries
We recommend using recognized industry job titles. Phrases like “Senior Actuarial Analyst – Property & Casualty” or “Actuary, Life & Health” set immediate expectations. A concise summary below the title can highlight:

• Main responsibilities, such as forecasting losses or analyzing claims
• Unique perks, including flexible schedules or exam fee reimbursements
• Growth opportunities, like promotions or cross-department collaboration

When candidates see clarity in the role, they are more likely to trust your company and apply.

Inclusive Language
We suggest avoiding jargon or complex phrasing that may discourage otherwise qualified applicants. Simple wording helps you reach a wider audience. If your organization supports diversity, equity, and inclusion, make it known:

• Reference DEI Initiatives: Mention if you have active DEI committees or events
• Include Inclusive Benefits: Show if you offer extended family leave or flexible working arrangements
• Use Gender-Neutral Language: Replace pronouns like “he/she” with “they” when describing tasks

This approach opens the door for a broader pool of talent.

Highlighting Unique Selling Points
We see actuaries valuing more than just salaries. It’s common for them to look for:

• Study Support: Paid time off or tuition reimbursements for exams
• Mentorship Programs: Structured guidance from senior team members
• Flexible Work Arrangements: Remote or hybrid setups that accommodate busy schedules

Mentioning these features can set your listing apart from similar roles at competitor companies.

A well-crafted description helps both the applicant, and the employer align on expectations. By applying these recommendations, we believe you’ll be more confident in how to hire actuaries who are an ideal fit for your organization.

5. Sourcing Strategies and Channels

When choosing where to find top talent, we believe a focused approach opens the door to stronger applicants and more productive discussions. Below, we outline the main sourcing strategies and why each can be a powerful method for attracting skilled professionals.

Traditional vs. Niche Job Boards
Large generalist boards may offer a wide reach, but we often see better results from niche job boards like Acturhire that speak directly to actuaries. These platforms draw specialists who are more likely to meet your qualifications. By targeting dedicated sites, you can:

• Reach candidates who are already seeking actuarial positions
• Reduce clutter from irrelevant applications
• Emphasize exam requirements or industry-specific expertise in your listing

LinkedIn & Professional Networks
We recommend LinkedIn for proactive outreach. Many actuaries keep up-to-date profiles that showcase exam progress and past projects. Tactics that help you connect include:

• Sending personalized messages to qualified individuals
• Posting or sharing when you’re hiring to increase word of mouth – having as many people in your organization do this will improve results
• Joining actuarial groups or forums – r/reddit is best for this. You can post here to try to drum up interest in your role

Building genuine relationships often leads to reliable referrals and a consistent flow of potential hires.

Referrals & Alumni Networks
We find referrals useful for finding trustworthy candidates quickly. Offer incentives for successful hires to motivate your staff to share leads. Additionally, partnering with colleges that have strong actuarial science programs can bring in bright, entry-level talent who are eager to grow. Consider:

• Setting up mentorships with your company’s seasoned actuaries
• Attending campus career fairs or hosting info sessions
• Coordinating internships or cooperative work programs

This pipeline can feed your hiring needs long after a single recruitment cycle ends.

External Recruiters
While direct sourcing works for many roles, some positions call for specialized recruiting agencies that focus on actuarial placement. We recommend these partnerships when:

• You have multiple, urgent vacancies or uncommon skill requirements
• Internal teams lack the bandwidth to screen numerous prospects
• You need deeper market insights on compensation trends
• You require support for senior positions

These recruiters can quickly identify the right talent through established contacts and industry expertise.

By focusing on selective channels and a clear strategy, you maximize the chance of success in hiring actuaries.

6. Remote vs. In-Person Hiring: What Works Best for Actuarial Roles?

Hiring actuaries in 2025 means adapting to new workforce expectations, including remote and hybrid work models. While some roles require in-person collaboration, others can be performed efficiently from anywhere. Below, we outline best practices for hiring remote actuaries, how to assess candidates differently, and which actuarial functions are best suited for different work environments.

Best Practices for Hiring Fully Remote Actuaries

Remote hiring expands the talent pool beyond local markets, but it also introduces new challenges in assessment, communication, and integration. To improve hiring outcomes:

• Define Remote Work Expectations Upfront: Clearly state whether the role is fully remote, hybrid, or office-based. If hybrid, specify the required number of in-office days.
• Establish Time Zone Compatibility: Remote actuaries working across multiple time zones may have delayed collaboration windows with key teams. Consider whether real-time interactions are essential or if asynchronous work is feasible.
• Evaluate Self-Sufficiency: Remote actuaries must be able to work independently, troubleshoot technical issues, and stay engaged without constant oversight.

How to Assess Remote Candidates Differently

The standard actuarial interview process may not fully reveal how a remote candidate will perform. We suggest additional evaluation steps:

• Communication Skills Test: Can the candidate explain actuarial concepts clearly via video calls or written reports? Strong remote actuaries must bridge gaps caused by digital collaboration.
• Problem-Solving Independence: Provide an asynchronous test case where they analyze a dataset or create a report without real-time assistance. This reveals how well they work without immediate feedback.
• Collaboration Assessment: Ask about past experience in remote teamwork, including how they coordinated across departments or time zones.

Which Actuarial Roles Are Best Suited for Remote vs. In-Person Work?

Not all actuarial jobs require office presence. Some roles benefit from in-person collaboration, while others can operate entirely remotely:

Best for In-Person Work

• Client-Facing Consulting Actuaries – Requires meetings with clients, executive presentations, and on-site collaboration.
• Actuaries in Leadership Roles – Requires in-person strategy sessions, direct mentorship, and corporate decision-making.
• New Graduates & Junior Actuaries – May require in-office mentorship, training, and exposure to company culture.‍

Best for Fully Remote Work

• Pricing & Reserving Individual Contributors – Work involves independent analysis, which can be done remotely with scheduled check-ins.‍
• Predictive Analytics & Data Science Actuaries – Often work with global teams, making remote collaboration standard.‍
• Freelance or Contract Actuaries – Short-term projects rarely require physical office presence.

Final Takeaways

• Hybrid models work best for teams needing collaboration but wanting to attract a wider range of talent.
• Remote-first hiring is ideal for highly technical roles where actuaries work independently on modeling and forecasting.
• In-person hiring is still valuable for leadership roles, consulting, and mentorship-based positions.
• Fully Remote roles are very popular with candidates. Over 40% of candidates would prefer a remote role, while only 10-15% of posted roles are remote as of late 2024. If you are offering a remote role, you are at a significant advantage

By adjusting hiring expectations for different actuarial roles, employers can optimize their recruiting strategy for how to hire actuaries in 2025 and beyond.

7. Interviewing & Assessment Best Practices

A well-structured interview process can uncover both technical abilities and personal qualities that influence long-term success. Below are recommended steps and considerations to help you make more confident hiring decisions.

Structuring the Interview Process
We suggest breaking the evaluation into a series of targeted rounds:

1. Initial Phone Screen: A quick check on availability, salary expectations, and basic fit
2. Technical Interview: A deeper look at modeling experience, risk analysis skills, and exam progress
3. Culture-Fit Interview: Team compatibility, communication style, and workplace values
4. Final Panel: An integrated discussion with senior leaders or stakeholders for broader perspectives

This format keeps things organized and ensures each stage covers vital areas without overlap.

Technical Assessments
Actuaries often handle complex modeling tasks. We recommend probing for their depth of knowledge in:

• Historic Technical Work: Explore previous work on pricing or reserving – ask questions about the detail to ensure they’re not just quoting work that was done by others
• Modeling Approaches: Ask how they select methods for projecting future claims or financial outcomes. You’re looking for evidence of good judgement when selecting modelling approaches
• Scenario-Based Problem Solving: Pose hypothetical business problems and evaluate how they reason through data

Online testing platforms can make it easier to administer skill exams. Some organizations also create in-house challenges to simulate real projects. This helps gauge a candidate’s approach to data, time management, and adaptability.

Behavioral Questions
Even strong analysts need good interpersonal habits. We find that open-ended questions reveal how well a candidate can relate to others and communicate under pressure. A few sample prompts include:

• “Tell us about a time you had to explain a technical concept to a non-technical audience.”
• “How do you handle disagreements on a team project?”
• “What techniques do you use to manage tight deadlines?”

Look for thoughtful answers that show empathy, leadership potential, and adaptability. Look out for Chat GPT responses and try to craft questions that cannot be answered using AI tools!

Evaluating Exam Progress and Future Potential
Many actuaries are in ongoing exam tracks. Understanding where they stand can hint at their career aspirations and potential. We look for:

• Number of Exams Passed: Indicates how far they’ve come in the credentialing process
• Timeline for Future Exams: Helps predict study leave needs or future salary increases tied to exam success. Do they even want to make it all the way to FSA / FCAS? Career ASA / ACAS can be very valuable to an organization
• Professional Goals: Plans for fellowship or specialized qualifications that could benefit your group

Candidates further along may require higher compensation, but they also bring advanced capabilities. Junior talent can grow within your organization, especially if you offer study support.

By following these guidelines, we believe you can refine your approach with both your technical demands and your company culture.

8. Compensation & Offer Negotiation

Compensation is always going to be a major influence on whether top candidates accept an offer. Below, we outline strategies for setting salary ranges, negotiating terms, and offering benefits that actuaries value most.

Salary Benchmarks & Market Data
We recommend researching current market rates for junior, mid-level, and senior actuaries, then adjusting for role complexity and location. Salaries do vary by region and specialization. For example, roles in major cities often command higher pay due to limited supply.

Below are some numbers from the jobs posted on Acturhire in 2024:

• Entry-Level (0-2 Years of Experience): $65k–$100k
• Mid-Level (3-6 Years of Experience+): $90k–$130k
• Senior-Level (7+ Years of Experience): $140k+

Non-Salary Benefits
We notice that many actuaries place high importance on exam-related support and flexible arrangements. Typical incentives might include:

• Exam Fee Reimbursements: Covering registration fees or providing paid study days
• Flexible Hours or Remote Work: Help candidates balance exam study with full-time duties
• Professional Development Funds: Assistance for conferences or online courses

These benefits can be deciding factors for in-demand professionals. If an actuary expects a well-structured exam support policy and you offer it, your proposal stands out.

Negotiation Tips
We believe a clear and open approach to negotiation benefits everyone. Balancing salary expectations with organizational budgets can be done more smoothly by:

• Discussing Exam Timelines: Plan for potential pay bumps as they pass further exams
• Offering Additional Bonuses: Tie performance-based rewards to key milestones like completing an ASA or FSA
• Highlighting Growth Paths: Show how they can progress to more senior or leadership roles, with each exam success adding to their career momentum
• Sign-On Bonuses: These can be a cheaper way to sweeten an offer vs an increase in base salary that would get paid every year

Whenever possible, present a full picture of compensation from day one.

By shaping a competitive package, you enhance your overall plan to hire actuaries who bring valuable insight to your organization.

9. Onboarding & Integration

When hiring actuaries, we also need a plan for their long-term success. A smooth start and clear growth path can influence whether new hires stay and thrive. Here’s our approach for effective onboarding, plus a few strategies to retain top talent over time.

Orientation & Mentorship
We find it useful to set up an orientation that covers:

• Key processes and tools used by your actuarial team
• Introductions to coworkers, including those in adjacent departments
• A mentorship structure, pairing new hires with senior staff who can share expert insights

This gives your actuary a quick sense of company culture and sets the stage for ongoing collaboration.

30-60-90 Day Onboarding Plan
Providing a timeline of clear goals helps a new hire gain momentum. We suggest:

• Days 1–30
  
  • Meet key stakeholders, learn internal models, systems and software
  • Set initial objectives tied to current projects
• Days 31–60
  
  • Take ownership of smaller tasks
  • Receive structured feedback from mentors or supervisors
• Days 61–90
  
  • Present completed work or proof-of-concept findings
  • Recommend potential improvements
  • Move into more complex responsibilities

By breaking the first quarter into concrete steps, you offer stability and direction—two major factors in getting a new actuary settled.

Detailed Look at Retention Strategies
We believe retaining actuaries involves ongoing support and room for advancement:

1. Career Path Clarity
   
   • Link exam success to promotions or raises. For example, passing another exam can unlock senior-level duties or leadership tasks.
2. Professional Development
   
   • Offer financial support for continuing education (CE credits) or conferences. Actuaries often want to keep pace with emerging trends in data analytics and risk modeling.
3. Culture of Collaboration
   
   • Encourage knowledge-sharing sessions where team members present findings or model updates to each other.
   • Promote cross-functional relationships so actuaries see how their work informs broader business goals.

These steps help foster loyalty, strengthen analytical outputs, and ensure ongoing employee satisfaction.

With a clear onboarding roadmap and transparent growth opportunities, you’ll see better retention and performance as your new hire gets up to speed more quickly.

10. Additional Resources

Below are a few trusted channels and tools that may add value to your efforts.

Industry Associations & Conferences
We recommend the following groups and events for professional development and networking:

• Society of Actuaries (SOA): Offers comprehensive exam resources, research, and conferences
• Casualty Actuarial Society (CAS): Focuses on property and casualty professionals, with educational modules and regional meetings
• Local Actuarial Clubs: Region-specific groups that provide networking and mentorship opportunities

Connecting with these organizations can bring you closer to qualified actuaries who are eager to learn about new openings.

Online Communities & Tools
Actuaries often gather online to share trends, exam prep tips, and job leads. We find the following outlets helpful:

• Slack Groups or Forums: Some communities focus on exam discussions or career advice – r/actuary is the most popular.
• LinkedIn Communities: Joining groups dedicated to actuarial science can help you spot potential candidates and share your job listings

Active participation in these spaces can raise your company’s visibility among actuarial professionals.

11. Conclusion & Next Steps

How to hire actuaries is a multi-step process that we believe calls for a strategic approach from start to finish. Each section of this resource offers critical insights to help your organization recruit, onboard, and retain actuarial talent that drive better decisions and financial outcomes.

Key Takeaways Recap

• Understand Actuarial Value: Recognize how risk analysis, forecasting, and modeling support business goals.
• Define Roles Clearly: Clarify exam requirements, responsibilities, and soft skills in your job listing.
• Use Targeted Sourcing: Lean on niche boards, referrals, and networking to find the right candidates.
• Streamline Interviews: Employ technical and behavioral assessments that reveal both expertise and culture fit.
• Offer Competitive Compensation: Provide transparent salary ranges, exam support, and other benefits.
• Onboard & Retain: Develop a structured plan for each new hire’s first 90 days and show clear career paths.

Your Next Steps
For hiring managers aiming to maximize visibility to high-quality candidates, we recommend exploring sponsorship packages that boost your reach within the actuarial community.

We have seen clients experience faster applicant turnarounds and stronger overall matches once they highlighted their roles on Acturhire.

You can find more information here.

Encourage Feedback & Sharing
Feel free to share these insights with colleagues or industry peers who want a streamlined route to qualified talent. We welcome your comments and questions if you need more tailored suggestions for how to hire actuaries in a way that meets your specific goals.