Q2 2025 Tech Hiring Trends in Specialty Insurance

Q2 2025 Technology Hiring Trends in Specialty Insurance

This report highlights key hiring trends across the technology and transformation space in Specialty Insurance. Covering contract, permanent, and executive hiring, we explore how the market evolved in Q2, what’s driving demand, and what to expect as we move into Q3 2025.

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Quarterly Market Overview

As we enter Q3, the market continues to evolve in response to economic pressures, shifting business priorities, and the ongoing demand for transformation. The past quarter has revealed a clear trend: agility is now the cornerstone of workforce strategy.

In the contracting space, we’re seeing a decisive pivot toward short-term engagements. This is not merely reactive, it’s a strategic recalibration. Organisations are prioritising flexibility to navigate uncertainty and manage rising costs, particularly in transformation heavy environments. For contractors, this means opportunity lies in adaptability, sector specialisation, and continuous upskilling, especially in areas like Ai, automation, and cybersecurity.

Meanwhile, the permanent hiring market is showing early signs of recovery. Encouragingly, we’re seeing the creation of new roles, not just backfills, particularly across change, infrastructure, and data. However, hiring momentum remains uneven, with many businesses still cautious in moving from final interview to offer. Confidence and decisiveness will be key to unlocking talent in the months ahead.

At the executive level, the landscape is shifting once again. Following the leadership reshuffles of 2024, we’re now seeing renewed demand for senior technology leaders. With CIOs and COOs settling into their roles, transformation agendas are gaining traction, and strategic execution is back on the table.

In summary, while challenges remain, the outlook is one of measured optimism. Those who embrace flexibility, invest in niche expertise, and act decisively will be best positioned to thrive in this dynamic environment

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Executive Hiring Trends Report: Q2

Senior Technology Demand Rebounds After 2024 Reshuffle

After a COO market shuffle throughout 2024, we anticipated a period of six to twelve months before those leaders were properly established and began to initiate change. This has aligned with our projections, and in Q2 we saw a noticeable uptick in CIO and wider Technology office needs.

What Impact Will This Have?
The hesitancy hangover from 2024 and early Q1 has ended. Organisations have now realigned, reassessed their priorities, and are preparing for the next phase of technological advancement and innovation. With leadership now in place, momentum is building again.

Q3 Outlook
We are expecting further, and more numerous, moves across the CIO office and senior technology leadership positions as strategies turn into execution and transformation efforts scale up.

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Contract Hiring Trends Report: Q2

Strategic Shift: The Rise of Short-Term Contracting

In Q2, we've observed a clear and consistent shift: short-term contracts have become the preferred hiring strategy for many organisations, overtaking longer-term engagements. This isn't just a temporary reaction - it's a deliberate, strategic move shaped by two key forces:

1. Market Uncertainty: With ongoing economic fluctuations and unpredictable business conditions, companies are understandably cautious about making long-term commitments. Short-term contracts offer the flexibility to scale teams up or down quickly, depending on project needs and budget availability.
2. Budget Sensitivity: Rising operational costs, including the increase in National Insurance contributions, have made cost control a top priority. Short-term engagements allow businesses to access high-calibre talent without the long-term financial burden of permanent hires.

What Impact Will This Have?

Short-term contracts are now embedded into delivery strategies, especially for critical transformation projects where scope may evolve. The value of flexibility is outweighing the perceived benefits of longer engagements - for both businesses and contractors.

Q3 Outlook
Employers will continue using short-term contracts to stay agile, with contract-to-perm becoming a valuable way to secure talent without upfront commitment. Contractors who stay flexible, specialise in key domains, and upskill in areas like AI, automation, and cybersecurity will find the most opportunity.

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Sector Skills Hold Strong as Contract Market Shifts

While generalist IT contract rates are under pressure, demand for insurance-specialist contractors remains strong.

Those with expertise in underwriting platforms, actuarial systems, regulatory tech, or London Market frameworks continue to command premium rates - especially across change, data, and cybersecurity

What Impact Will This Have?
Insurers remain committed to long-term transformation across change, data, and cyber. In this context, niche expertise is valued over broad technical skills. Clients are seeking professionals who combine sector knowledge with strong technical capability.

Q3 Outlook
Insurance contractors with sector experience can expect solid day rates, steady project flow, and opportunities in data-led, compliance, and platform integration roles. Upskilling in sector-relevant tech remains key to staying competitive..

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Permanent Hiring Trends Report: Q2

New Projects Signal Steady Recovery in Permanent Hiring

In Q2, we’ve seen a welcome shift: insurers are initiating new tech and change projects, not just backfills.

This includes fresh hiring across change, infrastructure, and data functions, with Azure expertise still in high demand (particularly within Microsoft-heavy environments typical of the sector).

There’s also increased activity around Guidewire, with its Cloud release creating future demand for skills in Policy, Billing, and Claims - though rollouts have been delayed, tempering immediate need.

What Impact Will This Have?

While the creation of new roles is a positive sign, the overall volume of vacancies remains low due to a lack of natural churn. Most candidate movement continues to be driven by redundancy. Interview activity is up, but many businesses are slow to progress from final stage to offer - creating frustration and uncertainty for jobseekers.

Q3 Outlook
If project budgets hold and hiring teams gain confidence, we anticipate more decisive hiring, improved interview-to-offer momentum, and a more balanced market across key skill areas.

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