CAC Specialty’s Paul Sparks, the RIMS Interview
As chairman of CAC Specialty, Paul Sparks emphasizes the importance of a positive work culture and the role it plays in hiring and retaining top talent. Risk & Insurance’s Dan Reynolds spoke with him at RISKWORLD 2024 in San Diego about these key aspects of company culture.
What follows is a transcript of that conversation, edited for length and clarity.
Risk & Insurance: How do you create a culture that allows people to do their best work?
Paul Sparks: Creating a culture that enables people to perform at their best starts with hiring great individuals. Our rapid success can be primarily attributed to the quality of our team members.
I strongly believe in hiring exceptional people who are not only skilled professionals but also great human beings. Investing in them and providing the space they need to thrive is crucial. Once you have the right people in place, the rest tends to fall into place naturally.
R&I: How can you determine if a new hire is a good fit for your company?
PS: We can usually tell right away if a new hire is a good fit based on how they assimilate to our company culture and how their colleagues react to them. It’s always exciting when our decision to hire someone is reinforced by positive feedback from our market partners and clients.
In fact, we often use our clients’ experiences with a new hire to gauge whether they will fit well within our culture. Ultimately, a good hire seamlessly integrates into the team, contributes to a positive work environment, and earns the respect of both colleagues and clients alike.
R&I: What advice would you give if you were giving a speech on retaining talent?
PS: The formula for retaining talent is simple but effective. First, seek out exceptional individuals who want to be part of a transformative, employee-first culture. While clients are undeniably important, attracting world-class people is the key to attracting world-class clients.
Once you have great people on board, invest in them and give them the space to excel. Consistently live up to the culture you’ve established, and the rest will fall into place. Beyond technology and hiring practices, offering employee ownership is a powerful retention tool.
At our company, we are 100% employee-owned. While we may consider bringing in a minority partner in the future, employee ownership will remain a core part of our strategy for the foreseeable future.
R&I: What are the key challenges and opportunities you see for CAC Specialty in the coming years?
PS: We face challenges every day, from market conditions to recruiting and technology adoption. However, the opportunities for us are enormous.
As a specialty broker with 550 people, we compete successfully against the top four or five brokers in the world. We can continue this successful trajectory for the next 20 years and still have room for growth.
In the future, we may consider strategic mergers and acquisitions, which would be a change from our current organic growth strategy. However, organic growth will likely continue to dominate our approach for the foreseeable future.
Any potential M&A would need to align with our culture, which is crucial to us. We are not interested in the types of deals that some big firms pursue if they don’t fit our culture. &