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.

Knockout questions

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

Trackable links and source reports

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

Nurture campaigns and SMS

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

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.

Updated on: 16/06/2026