Q4 Tech Hiring Trends in Specialty Insurance

Q4 Hiring Trends in Specialty Insurance Technology

As we move into Q4, the technology talent market within Specialty Insurance continues to show familiar pressures alongside some new challenges. Drawing on insights from our 2025 Salary Guide and our review of H2 hiring trends, several clear patterns are shaping the way businesses approach recruitment in the months ahead.

Extended Notice Periods

Notice periods are continuing to lengthen across the sector. Many tech professionals in Specialty Insurance are now tied into contracts of three to six months, making forward planning critical. For hiring managers, this means that resourcing decisions need to be made well in advance to avoid disruption to project delivery.

The Counter-Offer is Back

Retention has become a top priority for employers. Candidates moving through recruitment processes are increasingly finding themselves presented with counter-offers from their current companies. This trend has led many professionals to pause and reassess career moves, often making the hiring journey more complex and competitive for businesses.

Delayed Hiring Cycles

A cautious approach to budgets and headcount planning has resulted in longer, drawn-out hiring cycles. While understandable, this delay comes at a cost. Businesses risk losing access to the strongest candidates on the market — particularly in areas where skills are already scarce.

High Competition in Core Skill Sets

Demand remains strongest in cloud engineering, data, cyber security, and product. These core skill sets continue to drive much of the interim and permanent activity in the market, as both carriers and Insurtechs look to balance ongoing transformation programmes with growth. This high level of competition is reflected in the assignments we have been engaged to deliver throughout 2025.

Candidate Motivation is High

The good news for employers is that many professionals remain open to exploring new roles. However, decision-making is no longer focused purely on salary or overall remuneration. Flexibility, EVP, work-life balance, and clear long-term career prospects are increasingly important to contractors and permanent candidates alike. Employers who can offer this combination stand out in a crowded market.

Looking Ahead

As businesses prepare for end-of-year hiring drives, the ability to move decisively, plan ahead, and offer a compelling proposition to candidates will be key. With competition for talent showing no signs of slowing, the organisations who can adapt quickly will be best placed to secure the expertise they need.

Whether you are actively recruiting or preparing to start scaling your teams over the coming months, get in touch for market insights, time-to-hire benchmarking, or to book in a time to meet:

0203 828 6950
info@pioneer-search.com
www.pioneer-search.com