ABOUT THE ROLE
We are a growing independent insurance agency currently at 90 employees, with a clear plan to reach 120 within the next two years. This growth will come through a mix of organic expansion, new producer hires, and potential M&A integration. We're looking for a Talent Acquisition Leader who can build the hiring engine to support that growth — not just fill open roles, but create a repeatable, scalable recruiting function that keeps pace with an aggressive but disciplined growth plan.
This is a high-visibility role reporting directly to the COO, with regular exposure to executive leadership and agency principals. The right person will treat talent acquisition as a strategic growth lever, not an administrative function.
WHAT YOU'LL OWN
Strategic Workforce Planning
- Partner with the COO and department leaders to build a 24-month hiring roadmap aligned to the 90-to-120 growth target, broken down by role, department, and timing.
- Forecast hiring needs quarter by quarter, accounting for seasonality in the insurance business cycle and known attrition patterns.
- Build headcount and cost-of-hire models that tie into budget planning.
Full-Cycle Recruiting
- Own end-to-end recruiting for all roles: producers/agents, account managers, underwriters, customer service reps, and corporate/operations positions.
- Build and manage a sourcing pipeline specifically for licensed insurance talent (P&C, L&H) along with support roles typically found in a large agency within a competitive DFW market.
- Design and run an interview and assessment process that's consistent, fast, and candidate-friendly, while protecting hiring quality.
Employer Brand & Sourcing Strategy
- Build the agency's employer brand — presence on LinkedIn, job boards, and industry-specific channels — to compete for talent against larger carriers and agencies.
- Develop a pipeline strategy for hard-to-fill roles (licensed producers, experienced AE’s) including relationships with partners and universities.
- Stand up an employee referral program with a real incentive structure.
Process & Systems
- Utilize an applicant tracking system (ATS) appropriate for a company this size.
- Build standardized job descriptions, interview scorecards, and offer approval workflows.
- Create reporting/dashboards leadership can use to track time-to-fill, cost-per-hire, source of hire, and pipeline health.
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Onboarding Handoff & Retention Signal
- Partner with HR/operations to ensure a clean handoff from recruiting to onboarding.
- Track early-tenure attrition and feed insights back into the sourcing and interview process.
- Support M&A integration hiring/retention planning if acquisitions occur during the growth window.
WHAT YOU BRING
Required
- 5+ years of full-cycle recruiting experience, with at least 2 years in a leadership or sole-owner-of-function capacity.
- Demonstrated experience recruiting in insurance, financial services, or another licensed/regulated industry (or a track record of quickly learning a niche talent market).
- Experience building a recruiting function/process from a lean or informal state — you've done this before, not just inherited a mature team.
- Strong command of sourcing tools (LinkedIn Recruiter, job boards, Boolean search) and ATS platforms.
- Comfortable operating with real autonomy and reporting directly to an executive; able to translate business growth targets into a hiring plan without heavy oversight.
Strongly Preferred
- Experience recruiting licensed insurance producers or underwriters specifically.
- Familiarity with the DFW insurance/financial services labor market.
- Experience supporting M&A-related hiring or workforce integration.
- Some background in HRIS/ATS implementation or selection.
Success Looks Like
- A documented, repeatable hiring roadmap tied to the 90 to 120 growth plan within the first 90 days.
- Time-to-fill and cost-per-hire metrics that improve quarter over quarter.
- A pipeline of pre-qualified candidates for hard-to-fill licensed roles, reducing reliance on reactive, urgent hiring.
- Hiring managers who trust the process and treat TA as a strategic partner, not a request queue.
Skills Required
- 5+ years of full-cycle recruiting experience, with at least 2 years in a leadership or sole-owner-of-function capacity.
- Experience recruiting in insurance, financial services, or another licensed/regulated industry (or ability to learn niche talent markets quickly).
- Experience building a recruiting function/process from a lean or informal state.
- Strong command of sourcing tools (LinkedIn Recruiter, job boards, Boolean search) and ATS platforms.
- Ability to operate autonomously, report to executive leadership, and translate growth targets into hiring plans.
- Experience recruiting licensed insurance producers or underwriters.
- Familiarity with the DFW insurance/financial services labor market.
- Experience supporting M&A-related hiring or workforce integration.
- Background in HRIS/ATS implementation or selection.
What We Do
CoVerica is a premier, employee-owned insurance agency based in Dallas, Texas, that has served businesses and families throughout the continental U.S. and Hawaii for over 40 years. The company specializes in providing competitively priced personal, commercial, and life/health insurance solutions, combined with effective risk management practices. It is recognized as a top-performing independent agency, focusing on trust and a concierge experience for its clientele.
