How Insurers Can Win the War For Talent
The talent pool that once fed big tech is drying up. A May 2025 study by SignalFire shows that the 15 largest U.S. technology companies have hired more than 50% fewer new graduates than in 2019.
This retreat may be structural: visionaries such as Anthropic’s CEO Dario Amodei now predict that half of junior white-collar jobs could be automated away within five years.
Insurance shares the same data-heavy, rules-based task mix, so these tremors are an early warning: the industry faces a simultaneous demand and supply shock for talent.
Demand Shock: When Humans Become the Risky Option
AI systems are already running entire insurance micro-workflows and are on course to scale across the value chain. In fact, according to McKinsey generative AI could automate up to 70% of business activities by 2030.
As soon as machines can process claims or underwrite simple risks faster, cheaper and with a tamper-proof audit trail, putting humans in entry-level roles may no longer prudent.
Regulators are beginning to treat avoidable manual error as a solvency and conduct risk, not merely an operational issue. The demand for traditional junior roles will therefore shrink sharply, even as demand for AI-literate specialists explodes.
Supply Shock: Europe’s Tightening Talent Valve
The talent pipeline is also narrowing. The European Commission’s Digital Decade dashboard warns that the bloc will produce just 12 million ICT specialists by 2030, far short of its 20 million goal.
Meanwhile, in the UK a 2024 House of Commons briefing calculates that 7.5 million adults still lack essential workplace digital skills. A complementary report by Nash Squared indicates that more than half of UK tech leaders report an AI-skills shortage.
The net result is a classic talent squeeze: a smaller cohort of entry-level candidates with the right blend of analytics, cloud and governance skills can command premium salaries, while millions of otherwise educated graduates risk being under-employed.
What Insurers Can Still Control
1) Reshape the jobs: Allianz offers a concrete example: its AllianzU learning program focuses on developing IT and organizational skills, allowing newcomers to spend their first years developing an agile mindset rather than working on rote data entry.
2) Grow the pipeline: Insurers can no longer rely on universities alone. Aon’s two-year paid apprenticeship pays recruits a salary while they earn an associate degree aligned to actuarial and analytics needs. For longer-cycle capability, institutional
partnerships matter: Swiss Re’s multi-year research alliance with the AXA Research Fund funds doctoral-level work on systemic risk, giving the reinsurer early access to scarce PhD talent and joint IP.
Boards should treat such moves as capital allocation decisions, not HR side projects. Budget saved by automating repetitive work should be recycled into schemes that reshape the entry-level experience and keep existing staff economically relevant in their mid- and late-careers.
Bottom Line
Over the next decade, competitive advantage in insurance will hinge less on proprietary algorithms than on the ability to attract, shape and retain human capability in an AI-saturated market.
Firms which treat education pipelines and early- career design as core investments, not cost centers, will win the coming war for talent. &