> ## Knowledge Base Index
> Fetch the complete knowledge base index at: https://help.100hires.com/sitemap.xml
> Use this file to discover available pages before exploring further.
> Pure-Markdown content can be obtained by appending a '.md' suffix to the content URLs listed in the sitemap (without the trailing slash).

# How Insurance Agency Teams Use 100Hires

# How Insurance Agency Teams Use 100Hires

## Who this is for

Insurance agencies and brokerages hiring producers, account managers, CSRs, claims staff, and support roles.

## What makes this hiring workflow different

- Licensing and lines of authority matter
- Speed-to-contact is important for sales roles
- Source quality differs by region and specialty

Note: 100Hires stores and routes licensing information; your agency still verifies license status and regulatory requirements.

## Recommended 100Hires setup

### Profile Fields for license data

Capture license state, line of authority, renewal date, carrier appointments, and book or niche experience.

![Profile Fields for license data](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-add-candidates-manually_482zsk.png)

### Knockout questions

Filter for required license, location, or book-of-business requirements.

![Knockout questions](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/introduction-to-pipeline-autom_gbzyl5.png)

### Trackable links and source reports

Measure referral campaigns, producer networks, social posts, and job-board traffic.

![Trackable links and source reports](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/understanding-source-reports-1_1k3j0uw.png)

### Nurture campaigns and SMS

Follow up with passive or licensed candidates through email and text workflows.

![Nurture campaigns and SMS](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/introduction-to-pipeline-autom_1d09pma.png)

## Suggested workflow

Applied -> License screen -> Recruiter call -> Agency owner review -> Interview -> Offer

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.