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Hire top-performing insurance producers.
We find producers who build a book, and we handle the search.
- clients return
- 9/10
- hit first-year budget
- 80%+
- filled inside 60 days
- 8/10
- ever need replacing
- <5%
If your producer search sounds like this.
“The producers we want already have a book and aren't looking.”
“We keep hiring people who can't build their own pipeline.”
“Job-board applicants don't have a book worth moving.”
“We're growing by acquisition, but not organically through new producers.”
Commercial insurance
Producers with a book, not job-board applicants.
For a top-20 U.S. brokerage, we’ve recruited 30+ senior producers.
We hire commercial insurance producers for carriers and super-regional brokers. The best producers are never looking. We recruit passive, already-producing talent through a headhunting-first search, and screen for the ones who build and keep a book.
- Screened for production, not interviews
- Committed search, dedicated from day one
- 24-hour updates and full pipeline visibility
An open revenue seat doesn’t cost you a salary. It costs you the pipeline that seat should be building, every week it stays open.
What you get from the search.
A committed, consultative search built to reach producers who are never on the market.
Most producer roles are filled in under 60 days, with weekly calibration the whole way.
Define the book you need
Lines, territory, comp, and the producer profile, locked in one call.
Headhunt the passive market
About 70% of the best producers never apply. We reach them directly.
Screen for production, not interviews
Production at years one, three, and five, and how they build and keep a book.
Shortlist and support the offer
You meet only vetted producers, with visibility through to signed offer.
Every candidate,
scored on six counts.
- SSales performanceThe numbers they actually put up
- EExpertiseIndustry depth that survives a hard question
- LLearning agilityHow fast they pick up your product
- LLikabilityThe empathy that opens doors
- EExecutionTenacity between the meetings
- RRole fitAlignment with the seat you’re filling
SELLER is the six-trait framework behind every shortlist: two interviews, six criteria, scored against your role.
Want to know who’s already out there for your role? Talk to a specialist →
“Sellers Hub is the team you want in your corner. They offer individualized attention while still delivering high-quality, fast-paced results.”
Commercial insurance roles we recruit.
- Commercial Insurance Producers (P&C, Benefits, Specialty)
- Account Executives
- Senior Producers & VPs
- Account Managers
- Sales Leaders (VP Sales, Regional Leaders)
- Producer Teams across multiple offices
Straight answers.
What brokerage leaders ask before a first call.
How long does it take to fill a commercial insurance producer role?
Most commercial insurance producer roles are filled in under 60 days. Sellers Hub runs committed searches with a dedicated team, weekly calibration calls, and full pipeline visibility to keep hiring timelines predictable.
Why is hiring insurance producers so difficult?
Top producers are almost never active job seekers. They are producing, protected, and paid to stay. We specialize in recruiting passive candidates already producing at a high level, the talent that never appears through job postings.
What roles do you recruit for brokerages?
Revenue-generating roles: commercial insurance producers across P&C, benefits, and specialty, account executives, account managers, sales leaders, and producer teams across multiple offices.
How do you evaluate producers?
Production at year one, three, and five. How they build and retain a book. Activity levels tied to real output. Then the SELLER framework across a two-step interview. You hire people who produce, not people who interview well.
Can you support multi-location or national producer hiring?
Yes. Our committed-search model is built for brokerages expanding into new territories or integrating acquisitions that require multiple producer hires at once. A top-20 U.S. brokerage has run producer hiring with us across multiple regions for over two years.
Why a committed search instead of contingency?
A committed search team is dedicated to filling the role from day one: accountability, weekly calibration, and a structured search. Contingency firms move fast, not accurately, and an open producer seat is a direct revenue loss either way.
How much do insurance recruiters charge?
Sellers Hub's U.S. committed search is 25% of the hire's first-year base salary. Most insurance recruiters charge a percentage of the producer's first-year pay, and that percentage depends on the firm, how senior the seat is, and whether the search is contingent or committed. The full comparison is in how much insurance recruiters charge.
When is an insurance recruiting fee paid?
Sellers Hub's U.S. committed search fee is 25% of the hire's first-year base salary. Across insurance recruiters, a contingent fee is usually due once the hire is made or the producer starts. A committed fee is usually split, with part paid at the start and the rest when the search is done or the hire is made. Firms set this differently, so check the agreement. See how much insurance recruiters charge.
Do insurance recruiters offer a guarantee?
Fewer than 5% of Sellers Hub placements ever need replacing. If one does, there is full replacement at no fee in the first four months, a 25% discount on the replacement search for the rest of year one, and a 10% discount in year two. Most insurance recruiters offer a guarantee, but the length and the terms vary. The fee breakdown is in how much insurance recruiters charge.
Further reading: How much insurance recruiters charge · Case study: producer hiring at scale for a top-20 brokerage · Why most producer hires fail in the first 6 months · How to recruit insurance producers
Hiring in another market? Manufacturing · AI & tech sales · U.S. committed search · Global talent · Success Stories
Build a revenue-generatingproducer team.
Hiring now or just want a read on your market? We’re happy to share what we’re seeing and how we’d approach it.