Pricing talent in focus: Challenges & priorities: We need your insights

We’ve partnered with Insurance Times to conduct a short survey to better understand the current talent challenges and priorities facing pricing teams across the UK insurance market.

It’s just 12 quick questions that will take just a few minutes to complete and your input will directly influence the development of a new solution designed specifically for the insurance pricing space.

As a thank you, you'll receive exclusive access to a short industry report summarising key trends and insights shared by pricing professionals.

Thank you.

Question Title

1. Which of the following best describes your current role? (Required.)

Head of Pricing

Pricing Manager/Actuary

Senior Analyst

Underwriter

Technical or product specialist

Talent/HR Partner

Other (please specify)

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2. How confident are you in your team’s ability to attract and retain pricing talent over the next 12–24 months? (Required.)

Very confident

Somewhat confident

Neutral

Not very confident

Not at all confident

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3. What are your biggest current challenges when hiring pricing talent? (Rank in order of biggest challenge) (Required.)

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4. Do you have any other challenges when hiring pricing talent?

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5. Which skills are hardest to find in your pricing hires today? (Select all that apply) (Required.)

Technical Modelling skills (GLM or GBM)

Data Science and Engineering

Radar

Python

Commercial awareness

Regulatory understanding

Business communication / stakeholder management

Insurance-specific context

Other (please specify)

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6. Do you currently use graduate schemes, academies, or train-to-hire programmes to build capability in your team? (Required.)

Yes – managing in-house

Yes – via external partner

Considering it

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7. How important is building a more diverse and inclusive pricing team to your organisation? (Required.)

Very important – top priority

Important but not urgent

Neutral

Not a current focus

Unsure

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8. How long does it typically take you to fill a mid-level pricing role? (Required.)

Less than 30 days

Between 1 and 2 months

Between 2 and 3 months

Over 4 months

Unsure

Question Title

9. Who is primarily responsible for initial training and upskilling for graduates and new pricing starters? (Required.)

Pricing Managers

Senior Analysts

Centralised HR/L&D/Graduate scheme Co-ordinator

Other (please specify)

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10. What’s the average retention period for new hires in your pricing team? (Required.)

Less than 12 months

Between 1 and 2 years

Between 2 and 3 years

3+ years

Not sure

Question Title

11. What would make the biggest difference to your pricing talent strategy this year? (e.g., faster onboarding, diverse pipeline, technical training, succession planning, lower attrition) (Required.)

Pricing talent in focus: Challenges & priorities: We need your insights

Question Title

1. Which of the following best describes your current role? (Required.)

Question Title

2. How confident are you in your team’s ability to attract and retain pricing talent over the next 12–24 months? (Required.)

Question Title

3. What are your biggest current challenges when hiring pricing talent? (Rank in order of biggest challenge) (Required.)

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4. Do you have any other challenges when hiring pricing talent?

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5. Which skills are hardest to find in your pricing hires today? (Select all that apply) (Required.)

Question Title

6. Do you currently use graduate schemes, academies, or train-to-hire programmes to build capability in your team? (Required.)

Question Title

7. How important is building a more diverse and inclusive pricing team to your organisation? (Required.)

Question Title

8. How long does it typically take you to fill a mid-level pricing role? (Required.)

Question Title

9. Who is primarily responsible for initial training and upskilling for graduates and new pricing starters? (Required.)

Question Title

10. What’s the average retention period for new hires in your pricing team? (Required.)

Question Title

11. What would make the biggest difference to your pricing talent strategy this year? (e.g., faster onboarding, diverse pipeline, technical training, succession planning, lower attrition) (Required.)

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12. Would you be open to hearing more about a new recruit-train-deploy solution built specifically for insurance pricing teams? (Required.)

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13. Your full name (Required.)

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14. Your company name (Required.)

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15. Your job title (Required.)

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16. Your company email address (Required.)

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17. Your phone number (Required.)

Pricing talent in focus: Challenges & priorities: We need your insights

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* 1. Which of the following best describes your current role? (Required.)

Question Title

* 2. How confident are you in your team’s ability to attract and retain pricing talent over the next 12–24 months? (Required.)

Question Title

* 3. What are your biggest current challenges when hiring pricing talent? (Rank in order of biggest challenge) (Required.)

Question Title

* 4. Do you have any other challenges when hiring pricing talent?

Question Title

* 5. Which skills are hardest to find in your pricing hires today? (Select all that apply) (Required.)

Question Title

* 6. Do you currently use graduate schemes, academies, or train-to-hire programmes to build capability in your team? (Required.)

Question Title

* 7. How important is building a more diverse and inclusive pricing team to your organisation? (Required.)

Question Title

* 8. How long does it typically take you to fill a mid-level pricing role? (Required.)

Question Title

* 9. Who is primarily responsible for initial training and upskilling for graduates and new pricing starters? (Required.)

Question Title

* 10. What’s the average retention period for new hires in your pricing team? (Required.)

Question Title

* 11. What would make the biggest difference to your pricing talent strategy this year? (e.g., faster onboarding, diverse pipeline, technical training, succession planning, lower attrition) (Required.)

Question Title

* 12. Would you be open to hearing more about a new recruit-train-deploy solution built specifically for insurance pricing teams? (Required.)

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* 13. Your full name (Required.)

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* 14. Your company name (Required.)

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* 15. Your job title (Required.)

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* 16. Your company email address (Required.)

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* 17. Your phone number (Required.)

1. Which of the following best describes your current role? (Required.)

2. How confident are you in your team’s ability to attract and retain pricing talent over the next 12–24 months? (Required.)

3. What are your biggest current challenges when hiring pricing talent? (Rank in order of biggest challenge) (Required.)

4. Do you have any other challenges when hiring pricing talent?

5. Which skills are hardest to find in your pricing hires today? (Select all that apply) (Required.)

6. Do you currently use graduate schemes, academies, or train-to-hire programmes to build capability in your team? (Required.)

7. How important is building a more diverse and inclusive pricing team to your organisation? (Required.)

8. How long does it typically take you to fill a mid-level pricing role? (Required.)

9. Who is primarily responsible for initial training and upskilling for graduates and new pricing starters? (Required.)

10. What’s the average retention period for new hires in your pricing team? (Required.)

11. What would make the biggest difference to your pricing talent strategy this year? (e.g., faster onboarding, diverse pipeline, technical training, succession planning, lower attrition) (Required.)

12. Would you be open to hearing more about a new recruit-train-deploy solution built specifically for insurance pricing teams? (Required.)

13. Your full name (Required.)

14. Your company name (Required.)

15. Your job title (Required.)

16. Your company email address (Required.)

17. Your phone number (Required.)