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Q3 2025 Tech Hiring Trends in Specialty Insurance
Q3 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 Q3, what’s driving demand, and what to expect as we move into Q4 2025.
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Quarterly Market Overview
With the summer months behind us, Q3 was better than expected, with notable movement across all levels. In the contract sector, long-term, highly skilled contractors remain in strong demand, while generalist roles such as Project Managers have been severely impacted, leaving many out-of-contract candidates in this space. Specialist skills including GCP, Azure, and DevOps continue to be challenging to source, and vendor-side expertise such as Guidewire remains highly sought after. Despite ongoing market uncertainty, demand for speciality contract skills remains strong.
On the permanent side, UK-wide headlines do not fully reflect the London Specialty Insurance and Tech market, where demand remains steady. Candidate shortages persist, and “unicorn hunting” continues to dominate, with CV reviews and interviews maintaining a high bar. Employers securing top talent are offering competitive pay, a balanced approach to hybrid working, and strong interview experiences.
Executive Search activity has been significant, with retained searches delivering directly into Board rooms. Movement across CIO and COO roles is considerable, reflecting ongoing M&A activity. CIOs are increasingly expected to focus on business strategy, cost reduction, and AI-first thinking rather than purely technical leadership.
Looking ahead to 2026, major Specialty Insurance firms are expected to hire new CIOs externally. This shift raises questions about upcoming strategies and the impact on Tech leadership and change projects. Q4 is anticipated to bring significant announcements and further market movement.
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Executive Hiring Trends Report: Q3
Continued M&A activity reshaping leadership needs in the London Market and Specialty Insurance
This quarter saw sustained M&A momentum across the London Market, with consolidations driven by the need for scale, digital capability, and operational efficiency. These deals are bringing a sharper focus on transformation leadership, particularly within COO and CIO functions.
What impact will this have?
As firms integrate, there's heightened demand for senior executives who can lead post-deal transformation, aligning systems, streamlining operations, and driving cultural cohesion. In parallel, we're seeing increased movement among top-tier talent who may not see a clear future in merged environments.
Q4 outlook
Further strategic hiring is expected into CIO and COO offices, especially for leaders experienced in integration, data strategy, and operational resilience. Firms that move quickly to secure proven transformation talent will be best positioned to capitalise on the next wave of change.
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Contract Hiring Trends Report: Q2
Short-term contracting became tactical
The shift toward short-term, outcome-driven engagements continued and deepened. Employers leaned heavily on contractors for delivery-critical transformation projects, often pausing permanent hiring in parallel.
What impact will this have?
Contractors with sector-specific expertise, especially in underwriting platforms, actuarial systems, regulatory tech, and London Market frameworks, remained in high demand, commanding premium rates. AI and automation adoption also accelerated, with 81% of insurers prioritising hiring in AI and cybersecurity, competing with insurtechs for talent in AI engineering, data science, and cloud infrastructure. AI adoption improved underwriting efficiency by 10–20% and claims accuracy by 3–5%, directly impacting profitability.
Q4 outlook
Specialist contractors with expertise in underwriting, actuarial, regulatory, and AI-related roles will remain highly sought after, as insurers continue using short-term engagements to drive critical transformation projects while managing market uncertainty.
Digital projects drive contractor surge
Year-end project delivery drives a spike in IT contractors as specialty insurers push digital transformation, system upgrades, and compliance initiatives before fiscal close. It stands out due to the predictable, time-sensitive surge in activity.
What impact will this have?
This surge increases rates and competition for talent in cloud, data analytics, and cybersecurity. For the market, it reinforces contracting as a flexible solution, accelerates onboarding, and temporarily boosts hiring in high-demand insurance specialisms.
Q4 outlook
IT contractor demand is expected to level out, though insurers remain focused on hiring IT and change specialists following major Q3 Insurance M&A announcements. In Q4, businesses will map teams and require immediate resources for large-scale integrations and acquisition-related projects, maintaining short-term pressure on the contracting market.
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Permanent Hiring Trends Report: Q3
New projects drive steady demand
Q3 started slowly with the usual summer dip, but activity built strongly toward the end of the quarter. Demand was seen across service operations, infrastructure, DevOps, and technical BA roles. Notably, these weren’t backfill hires, they were all new projects, indicating a market driven by growth rather than churn.
What impct will this have?
From the client side, insurers are willing to invest in operational resilience and technology delivery even before broader expansion. On the candidate side, professionals in stable roles are moving by choice rather than redundancy, creating intense competition. Change roles are attracting over 1,000 applicants in under 48 hours, and technical candidates are often lost to faster processes and competing offers.
Q4 outlook
Momentum is improving. If hiring confidence holds, more projects will be initiated, gradually restoring a healthier cycle of job availability. Employers offering a balanced approach to hybrid working and strong interview experiences are best positioned to secure top talent.
Increased in-office expectations in IT Change roles
In Q3, US-based insurers increasingly moved from two or three days in the office to four, impacting IT change and transformation roles that have typically been more remote due to their project-based, cross-functional nature. The push aims to rebuild in-person collaboration, strengthen team culture, and provide hands-on support for junior staff.
What impact will this have?
Candidates’ reactions are mixed. Some embrace the structure and face time, while others resist losing flexibility. Concerns over commuting, costs, work-life balance, and collaboration with globally distributed teams are prompting some to explore more flexible roles.
Q4 outlook
Firms that take a clear and thoughtful approach to hybrid working will be better positioned to attract and retain top talent, particularly within change, where autonomy and adaptability remain key priorities.
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Across contract, permanent, and executive roles, Q3 saw strong demand for specialist skills, transformation projects, and strategic leadership. With competition for top talent high and M&A driving executive moves, Q4 offers clear opportunities for those acting decisively. Whether you’re hiring or job seeking, now is the time to act decisively, invest in expertise, and align with transformation-focused priorities.
Ready to navigate the evolving tech hiring landscape? Contact Pioneer Search today to discuss your hiring or job search needs and stay ahead in Specialty Insurance.