Reed has been supporting businesses to find talented insurance professionals for decades.
Insurance Recruitment
We know insurance recruitment
Our insurance recruitment specialists are experts in their field. They use their in-depth industry and recruitment knowledge to ensure they have a full understanding of your recruitment requirements, identifying which candidate skills and traits are most valuable to you. With access to the world's largest candidate database, as well as their own industry networks, Reed’s consultants will pair you with the perfect professional. Such is our confidence in the quality of our candidates, we offer market-leading guarantees.
We recruit across all seniorities, with executive search and headhunting specialists recruiting the most senior insurance and financial services professionals.
And understand your pain points...
Finding a trusted and knowledgeable recruitment partner Our specialist recruiters are well versed in the sector, they’re aware of the latest market trends, and have the best salary benchmarking information - all vital for finding the best candidates, promptly.
Making sure candidates are suited to your company We thoroughly vet all our candidates to ensure their experience and skills match your requirements.
Cost saving Each time your direct hiring process is extended or doesn’t work out, your costs increase. By working with us we can save you money in the long run. We offer a variety of service options to suit all requirements, from staged payments to help manage your cash flow to industry-leading guarantees to give you that added peace of mind.
Sourcing high-quality professionals As a leading insurance recruitment agency, networking is at the heart of our consultants' work, giving us access to a talent pool of passive and active professionals for when your vacancy arises.
As part of your recruitment drive, we’ll advertise your vacancy as widely as possible to attract candidates to the role, as well as approach professionals with the right skills, knowledge, and experience who are not actively seeking a new role. We screen the applications on your behalf and only put forward the most suitable professionals for your consideration.
Handling counteroffers There’s nothing worse than going through a thorough process and pinpointing the perfect recruit, only for them to accept another offer. This is a regular challenge in the current market, with professionals in high demand. They will often have several offers at any one time, as well as being counter-offered by their current employer.
Our experienced consultants always highlight the prospect of counteroffers throughout the engagement process with both you and your prospective employee, and take the time to assess their motivations, skills, and salary expectations to ensure they are just as committed to the process as you are. We also offer you our years of knowledge and up-to-date insight into your industry, in areas such as the latest benefits and salary benchmarks. You can use this knowledge to create an overall package that stands out against your competitors.
Our insurance specialists
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2 mins read
Sales CV template: for Sales Executives and other sales professionals
Whether you are a sales executive, supplier relationship manager or field sales consultant, use our free template to build your perfect sales CV today.
[Full Name]
[Home address]
[Contact Number] • [Email Address]
Personal Statement
Use this section of your CV to highlight the skills that would be transferable in a sales environment e.g. questioning and listening, tenacity, resilience and the ability to think on your feet. It’s also a good idea to include a link to your LinkedIn profile.
Sales professionals are target driven and financially motivated, so don't forget to highlight and "sell" yourself.
Try to avoid statements such as "I work well as part of a team and on my own initiative" or "I can communicate at all levels" - the majority of CVs contain these statements. CVs that show creativity stand out in sales.
Education
A relevant degree, for example Business Studies will give you a great start, but many degrees have a sales element, e.g. Psychology - understanding people, Engineering - problem solving, Law - negotiation skills etc.
It is important to present your education in a way that identifies you as a sales person.
In some sales positions experience trumps education, so if you don’t have a glittering academic record, make sure you elaborate on your experience.
[College/School Name]
[Date M/Y– Date M/Y]
A-levels:
[Subject] – [Grade]
[Subject] – [Grade]
[Subject] – [Grade]
GCSEs:
[Number] GCSEs, grades [range], including Maths and English
Work Experience
This should be brief and, as a general rule of thumb, focus on the last five years of your career, or last three roles, in chronological order with the most recent at the top. Highlight your key achievements, and aim to use bullet points rather than lengthy descriptions.
[Job Title], [Company Name] [Location]
[Date M/Y- Date M/Y]
Achievements and responsibilities:
Brief role overview
Worked alongside [team] to produce [project]
Implemented [change] which resulted in [benefit]
Received an [award name] for [reason]
Hobbies and Interests
This section is not essential, but can be a good opportunity to reinforce your application, and show a future employer what motivates you outside of work.
Don’t just say that you ‘like to socialise’ be specific, and don’t be afraid to share your successes. If you can put a sales slant on this part of your CV too, even better.
I’ve completed a marathon for [charity]
I negotiated my away across [country] on a budget, working as I went
References
References are available upon request.
Download our full sales CV template.
2 mins read
Accountant CV template
[Full Name]
[Home address]
[Contact Number] • [Email Address]
Personal statement
This section is your chance to summarise the rest of the CV, and convince the recruiter to get in touch. It is important to keep it brief, between 50-200 words, and outline who you are, the technical skills you have to offer and your career aim. Achievements are better listed under each job, rather than in your profile.
I have developed strong technical experience within the accounting profession over recent years, specifically covering [analysis/month-end reporting/reconciliations]. I have worked with and am highly skilled in the use of [technologies/systems].
I am able to clearly articulate my thoughts, and have proven the ability to interact with both finance and non-finance staff in order to facilitate efficient reporting procedures. I now seek an opportunity within an [business type/industry] organisation, where I can bring significant value, and continue to develop my skills further whilst I finalise my studies.
Education
Given the importance of education – both accounting specific and general – in advancing through the early stages of your professional career, it is important to highlight your academic strengths early in your CV. Recruiters and employers looking for a PQ will want to see evidence without having to hunt for it. Be clear with your grading, and emphasis any specific topics studied.
[Examining body – ACA, ACCA, CIMA, AAT, ICM, IPP]
[Date M/Y– Date M/Y]
[list examinations passed]
[University Name]
[Date M/Y– Date M/Y]
[Degree subject] – [Grade]
[College/School Name]
[Date M/Y– Date M/Y]
[A Level Subject] – [Grade]
[A Level Subject] – [Grade]
[A Level Subject] – [Grade]
[College/School Name]
[Date M/Y– Date M/Y]
[Number] GCSEs, grades [range], including Maths and English
Work Experience
This should be a detailed outline of the work you have conducted throughout your career, listing your technical responsibilities gained through practical experience. Employers will not assume your knowledge – you must illustrate this clearly.
Do not be fooled by the suggestion that CVs should be limited to two pages – this is wholly irrelevant to professions which require evidence of responsibilities undertaken.
[Job Title], [Company Name] [Location]
[Date M/Y- Date M/Y]
Responsibilities:
Preparation of month-end management accounts to strict deadlines inclusive of P&L statement, fully reconciled balance sheet and debtor/creditor analysis
Production of variance analysis commentaries focusing upon [gross profit/sales/cost of sales/actuals vs budget]
Reconciliation of [number of] bank accounts in [GBP/EUR/USD/CADZAR/AUD] currencies
Preparation and submission of [VAT/CIS/PAYE/Intrastat/EC Sales] returns
Preparation and posting of [accrual/prepayment/payroll/depreciation/adjustment] journals
Maintenance of fixed asset register to include additions, disposals and depreciation
Achievements:
Implemented [change] which resulted in [benefit] – list as many as is suitable to benefit your application
Received an [award name] for [reason]
Hobbies and Interests
This section is not essential to include, but you may wish to depending on the role you are applying for. It can be a useful chance to show a little more of your personality. However, be warned this can be very subjective, so ensure anything listed here reinforces your application, and the idea that you’ll be the right fit for the role. If you don’t have any real relatable hobbies, it is best to omit this section.
I organise a weekly [sport] game, managing bookings, transport and help to coach the team
Undertook a [course] in order to improve my [skill]
References
References are available upon request.
Download our full accountancy CV template.
7 mins read
Seven top tips for writing an inclusive job specification and description
“This is why it’s important organisations focus on writing inclusive job descriptions and specifications to attract a broader pool of talent,” said Chris Willsher, Regional Director at Reed.
To explore how businesses can craft more inclusive job descriptions, we spoke with recruitment experts across Reed, who shared actionable strategies for making job postings resonate with a more diverse audience.
1. Avoid gendered language
The language used in job descriptions can significantly impact who applies. Research shows certain words and phrases may discourage people from underrepresented groups, particularly women, from applying. Words like "aggressive" and "dominant" are often associated with male stereotypes and can subtly alienate female candidates.
Chris emphasised the importance of being mindful of gendered language, adding that employers can inadvertently signal that their culture aligns more with male stereotypes.
“Words like 'collaborative,' 'inclusive,' and 'supportive' tend to appeal to all genders,” he said, “whereas terms like 'competitive' or 'dominant' may inadvertently deter women or non-binary individuals for applying for your roles."
He suggested using a language decoding tool to help identify biased language such as this one, or even the free version of ChatGPT to identify any words that may need to be neutralised.
2. When it comes to experience and qualifications – use inclusive language
Companies often ask for extensive qualifications or specific years of experience in job descriptions, which can disproportionately discourage women and minority candidates. According to research from LinkedIn, women apply for jobs only if they meet 100% of the qualifications, whereas men will apply if they meet about 60%.
Michelle Topley, Permanent Recruitment Consultant in Reed’s Norwich office, in the UK, advises organisations, where possible, to rethink how they frame qualifications.
“Where possible, it’s important hiring managers focus on the skills and competencies needed to succeed in the role, rather than creating strict list of requirements,” she said.
“You need to really ask yourself if a qualification is 100% necessary for the vacancy you have, or is it just on your nice-to-have wish list?
“Don’t get me wrong, there are roles that need certain qualifications, especially in the legal field that I recruit for, but in the current climate where skills gaps are prevalent, you need to think about upskilling – can you train this person to do the job? So many talented people won’t even apply if they don’t tick every one of your boxes.”
3. Promote flexible working options
Flexible work arrangements are more important than ever for candidates, especially those balancing caregiving responsibilities or dealing with other personal challenges. Advertising flexible work options prominently in job descriptions can open the door to a more diverse talent pool.
Shaq Hills, a Business Manager – Practice Specialist based in Reed’s Reading branch, in the UK, specialises in accountancy and finance practice recruitment. He said companies which are truly committed to inclusion need to make sure job specifications and descriptions reflect that you really understand how diverse individuals have different needs.
He said: “Not every business can offer flexible working, but most can have a stab at offering some form of flexibility. By doing this you are highlighting that as a business you are committed to employee wellbeing, by offering a ‘positive’ work-life balance.
“This is a major draw, particularly for women, older workers and those with disabilities. If you offer it, make it a prominent feature."
4. Remove bias in job titles
Job titles can often carry hidden biases, which may prevent certain groups from applying. Titles like "salesman" or "chairman" reflect outdated, male-centric norms, while titles such as "guru" or "rockstar" - not that we recruit for many rockstars - may skew younger and discourage older applicants from applying.
Rebecca Moore, Business Manager for the Northampton Reed office, in the UK, said neutral job titles that don’t encourage bias and attract as many candidates as possible to your job are vital.
She said: “Some job titles are simply outdated, and anything with the word ‘man’ on the end should certainly not be entertained. They need to be clear; do exactly what it says on the tin, and welcome people from all walks of life.
“A great example of this is the job title 'software engineer' – it really is neutral and widely understood in the tech space. If you were trying to be more vibrant and out there you may want to call the role 'coding ninja' – but you must really think hard about it as something like this may alienate potential candidates who feel they don’t fit into the cultural stereotype that the word ‘ninja’ signifies.”
5. Include your commitment to diversity
Explicitly stating a company’s commitment to EDI&B in job descriptions signals to candidates that an organisation values a wide range of perspectives and experiences. A simple paragraph outlining your EDI&B initiatives or your dedication to creating an inclusive environment can make a significant impact on potential applicants.
London-based Area Manager and public sector HR recruiter, Bukola Odofin, is an advocate of company’s having a clear employee value proposition that fully embodies a company’s culture, goals and commitments.
She said: "Your commitment to diversity shouldn’t just be a vague statement at the bottom of the job description, it should be part of your employee value proposition.
“This proposition should be woven into the job and clearly highlighted in any description or specification that is written. On top of this, where possible clearly define how the vacancy contributes to building an inclusive environment within your company and mention any specific inclusion and diversity initiatives you have."
6. Encourage applications from underrepresented groups
Sometimes, simply encouraging people from underrepresented groups to apply can broaden the pool of candidates. Job postings can include phrases like, “We encourage candidates from diverse backgrounds to apply,” which can reassure applicants that the company genuinely values diversity.
Chris Willsher, Regional Director at Reed, said one way of encouraging applications from underrepresented sectors is to advertise roles on platforms which are popular with individuals from those groups.
“You can’t attract underrepresented groups to your roles without highlighting your commitment to diversity on your website and in job descriptions, and offering training programmes, internships, and mentorship opportunities aimed at underrepresented individuals,” he said.
“Another way of encouraging applications is to promote employee referrals from diverse backgrounds and provide unconscious bias training for hiring managers to ensure a fair recruitment process. These strategies help create an inclusive environment that attracts a wide range of applicants.”
7. Highlight personal development opportunities
Inclusive job descriptions should also highlight growth opportunities within a company. When businesses emphasise that they support employee development and provide clear career pathways, they attract candidates who not only want a job but want to belong to a workplace that invests in their future.
“If you really want to demonstrate you value your people you need to really emphasise your commitment to learning and growth,” said Hayley Bee, Technology Practice Lead in Newcastle’s Reed office, in the UK.
She added: “I specialise in technology recruitment where skill shortages are rife, so by highlighting that you invest in your employees’ development on both a personal and professional level, you can really show that you value your people.
“Candidates from marginalised backgrounds do look for signs that a company will offer them room to grow and flourish, particularly if they’ve been in previous work environments where this hasn’t been the case."
Crafting inclusive job descriptions is not a one-time effort. It requires ongoing reflection, feedback, and refinement. The way you write your job description sends a powerful message about your company, meaning you need to ensure the message you are sending out is one that demonstrates you value inclusion.
If you’re looking to hire, our network of specialist recruiters can assist you in creating job descriptions to reach a wide pool of talent for your role. Get in touch with one of our experts today.