How to Write an Actuarial Job Description That Attracts Top Talent (With Real Examples)

Introduction
Why do some actuarial job postings receive dozens of applications from credentialed professionals, while others languish with unqualified candidates? The answer lies in how you structure your actuarial job description. We’ll provide actionable strategies, real-world examples, and insider tips to help you attract high-caliber actuaries—whether you’re hiring entry-level analysts or seasoned FSAs.

Why Precision in Actuarial Job Titles is Non-Negotiable

A vague job title like “Actuarial Specialist” fails to signal the role’s focus or seniority. Instead:

• Example 1: “Senior Health Pricing Actuary (FSA Required)” immediately tells candidates the specialty, seniority, and credential expectations.
• Example 2: “Entry-Level P&C Actuarial Analyst (2+ Exams)” clarifies the target experience level.

Crafting Responsibilities That Resonate

Generic task lists (“analyze data,” “support team”) won’t differentiate your role. Instead, highlight specific projects and impact:

• Example for a Life Insurance Role:
  • “Design and validate mortality models for a $500M term life portfolio using Python and Prophet.”
  • “Lead quarterly reserve reviews, presenting findings to C-suite stakeholders.”
• Example for an Entry-Level Role:
  • “Support senior actuaries in building rate filings for state regulatory submissions.”
  • “Automate monthly claims reports using SQL and Power BI.”

Avoid: Overloading responsibilities. Prioritize 5–7 core tasks.

Qualifications: Balance Requirements with Realism

1. Credentials and Exams

• Strong Example: “ASA credential required; FSA preferred” or “3+ CAS exams completed.”
• Flexible Alternative: “Near-ASA candidates with 4+ exams and 2 years of experience will be considered.”

2. Technical Skills

• Be explicit: “Advanced Excel (VBA macros, pivot tables), SQL for data extraction, and ResQ for loss reserving.”
• Avoid laundry lists: Focus on tools critical to the role.

3. Soft Skills with Context

• Weak: “Strong communication skills.”
• Strong: “Ability to translate technical reserve analysis into actionable insights for marketing teams.”

New Strategy: Be Open-Minded About Experience

• Instead of “5+ years in health pricing,” try “3–5 years in health pricing or comparable experience in predictive modeling.”
• This widens your pool to include candidates transitioning from adjacent fields (e.g., data science) who possess transferable skills.

Selling Your Company Culture

Actuaries prioritize employers who invest in their growth. Highlight:

• Exam Support: “We provide $3,000 annual stipends for exam fees, 120 paid study hours per exam, and a 10% salary increase upon FSA attainment.”
• Career Development: “Rotational programs for junior actuaries to explore pricing, reserving, and ERM.”
• Remote Work as a Competitive Advantage:
  • Example: “Fully remote role with quarterly in-person team retreats.”
  • Why It Works: Remote options attract candidates from wider geographic pools and signal trust in employee autonomy.

Example: A job description for a mid-level role might state:

“Join a team that values innovation—85% of our leadership team started as entry-level analysts. We prioritize internal promotions and fund attendance at industry conferences like the SOA Annual Meeting.”

Salary Transparency: Why It’s a Dealbreaker

With increasing salary transparency laws, many actuaries will abandon applications if salary details are missing. Use these frameworks:

• Entry-Level: “$72k-$88k annually, with $5,000 bonuses per exam passed.”
• Senior Role: “$145k-$180k base + 15% annual bonus, commensurate with FSA credential and health pricing experience.”

3 Mistakes That Sabotage Your Job Posting

1. Requiring Every Niche Skill:
   • Bad: “Must have 5+ years in Medicare Advantage pricing AND experience with IFRS 17.”
   • Better: “IFRS 17 expertise is a plus, but we’ll train the right candidate.”
2. Ignoring Location Preferences:
   • For remote roles, clarify expectations: “This role requires availability during EST business hours.”
3. Failing to Highlight Urgency:
   • Add a line like: “Priority review given to applications submitted by July 30.”

SEO and Visibility Hacks

• Keyword Placement: Include terms like “actuarial analyst jobs,” “predictive modeling actuary,” or “remote P&C actuary” in the first paragraph.
• Mobile Optimization: Use short paragraphs, bullet points, and bold headers.
• Post Your Role: You want to get the job out to as many places as possible. Utilize traditional job boards such as Linkedin and Indeed. Also consider posting your role on Acturhire where you can get sponsorship packages that place your role in front of 6000 actively-searching actuaries and aspiring actuaries.

FAQs

1. Should I list every software tool we use?
   No—focus on critical platforms. For example, “Proficiency in R, Python, and AXIS is required; familiarity with Igloo is a plus.”
2. How do I attract FSAs in a competitive market?
   Highlight unique perks: “We offer equity options for FSAs leading high-impact projects.”
3. Can I edit my job post after publishing?
   Yes. Update listings regularly to reflect new priorities or extensions.
4. Why emphasize remote work?
   Remote flexibility is a key differentiator: 43% of actuaries prefer a fully remote position.

Final Tip: Streamline the Application Process

Top actuaries apply to multiple roles. Simplify your process:

• Keep applications under 15 minutes.
• Offer a “Quick Apply” button and post the job in as many places as possible.

Conclusion
A strategic actuarial job description isn’t just a checklist—it’s a marketing tool. By balancing specificity with flexibility, emphasizing growth opportunities, and prioritizing remote work, you’ll attract candidates who align with your needs.

Ready to post your role? Boost your visibility with Acturhire’s sponsorship packages and connect with actuaries actively seeking their next challenge.

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