Reach Leaders Beyond Your Existing Network.
National executive research and targeted outreach give your organization access to passive insurance leaders who may never apply to a job posting or appear in an existing recruiting database.
Insurance Leadership Executive Search Firm
Insurance Executive Search Firm
Find the Insurance Leaders Your Organization Cannot Afford to Miss.
National retained executive search for insurance organizations that cannot afford to limit a critical leadership hire to the executives already looking. Scion maps the market, directly recruits passive leaders, assesses candidates against your leadership mandate, and manages the search through successful hire.
National market mapping
Passive executive recruitment
Confidential search
Board & stakeholder guidance
98%+
Long-term executive retention beyond the first year
1,000+
Executive placements completed nationwide
20 Years
Executive search experience since 2006
98%+
Long-term executive retention
1,000+
Executive placements nationwide
20 Years
Executive search experience
National
Executive market mapping and direct outreach
Why Insurance Employers Engage Scion
Your Search Should Reach the Executive Market—not Just the Applicant Market.
Critical insurance leadership hires require more than advertising an opening. Scion builds the market around the mandate, approaches qualified leadership directly, and stays accountable through selection and close.
Recruit Against the Actual Leadership Mandate.
We define the business outcomes, insurance context, leadership capabilities, functional depth, culture, and stakeholder needs before determining where the strongest candidate market exists.
Stay Supported Until the Hire Is Successfully Closed.
Scion manages research, outreach, assessment, stakeholder calibration, interviews, references, candidate engagement, offer, and close rather than stopping after candidate introductions.
What Clients Get
A Retained Search Infrastructure Built Around the Hire.
Every engagement combines executive research, recruitment, assessment, stakeholder guidance, candidate management, and high-touch search execution.
98%+
More than 98% of placed executives remain successfully in
their roles beyond the first year.
National Market Access
National market mapping identifies target organizations, adjacent sectors, geographic markets, and executives whose experience may align with your leadership need.
Dedicated Retained Search Team
Your team is focused on successfully completing the engagement rather than simply submitting available candidates.
Leadership Strategy & Deep Discovery
We define what success should look like in the role, including organizational priorities, challenges, culture, functional requirements, leadership mandate, and stakeholder expectations.
Executive Assessment & Industry Alignment
Candidates are evaluated for relevant insurance context, functional expertise, leadership capability, strategic impact, organizational alignment, motivation, and long-term potential.
Board & Stakeholder Partnership
We help boards, search committees, executives, and HR leaders align around candidate criteria and evaluate finalists consistently.
Search Management Through Close
Consistent reporting, calibration, candidate management, interview support, references, offer strategy, and closing support keep the search progressing toward a successful appointment.
When the Search Is Too Important for Business as Usual
Leadership Needs That Call for a Deliberate Executive Search.
Organizations frequently engage Scion when the next hire carries meaningful strategic, operational, financial, regulatory, or organizational consequences.
✓
CEO or Executive Succession
Plan for leadership continuity while aligning stakeholders around the capabilities required for the next chapter.
✓
Confidential Executive Replacement
Recruit discreetly when an incumbent remains in place or the organization cannot publicly announce the search.
✓
Private Equity Growth & Integration
Recruit executives prepared to scale, integrate acquisitions, professionalize functions, and create enterprise value.
✓
New Market or Product Expansion
Add leadership with the sector context and commercial capabilities needed to enter or grow a new insurance market.
✓
Underwriting or Claims Transformation
Find leaders capable of modernizing core insurance functions, improving performance, and strengthening execution.
✓
Risk, Compliance, or Regulatory Pressure
Recruit experienced executives when governance, regulatory complexity, risk exposure, or compliance priorities increase.
✓
Building a New Leadership Function
Define and recruit newly created executive roles when the organization is evolving faster than the existing structure.
✓
A Previous Search Did Not Produce the Right Leader
Reset the candidate market through a more deliberate, research-driven retained search strategy.
How Scion Builds the Candidate Market
Your Best Candidate May Already Be Successful Somewhere Else.
A retained search should answer a more valuable question than “who is applying?” It should identify where the strongest executives are likely to be, determine who fits the mandate, and recruit those leaders directly.
This approach helps employers make leadership decisions against a deliberately constructed market rather than a candidate pool determined by availability.
01
Your Leadership Mandate
Define business outcomes, capabilities, insurance context,
culture, and stakeholder priorities.
02
Target Organizations
Identify companies, platforms, adjacent industries, and
leadership environments likely to contain relevant talent.
03
Relevant Executives
Build a broad market of leaders based on the search
strategy rather than availability.
04
Direct Executive Outreach
Approach active and passive leaders confidentially and
assess interest in the opportunity.
05
Assessment & Calibration
Evaluate candidates against the agreed mandate and refine
the target market as intelligence develops.
06
Qualified Finalist Slate
Advance executives whose experience, leadership
capability, motivation, and alignment warrant serious consideration.
Insurance Leadership Expertise
We Recruit for the Mandate Behind the Title.
Insurance organizations rarely hire senior executives simply to maintain the status quo. The strongest search strategy begins with what the leader must build, change, protect, scale, or accelerate.
✓
Scale an MGA or specialty platform
Add executive infrastructure while preserving speed,
underwriting discipline, and entrepreneurial culture.
✓
Modernize underwriting
Recruit leaders who can strengthen portfolio strategy,
analytics, pricing, technology, and underwriting performance.
✓
Transform claims operations
Improve customer experience, operating efficiency,
technical performance, and technology adoption.
✓
Build national distribution
Recruit growth leaders capable of expanding channels,
broker relationships, partnerships, and market reach.
✓
Integrate acquisitions
Find executives with the operating maturity to align
people, systems, processes, and acquired businesses.
✓
Strengthen actuarial, risk, and compliance leadership
Add executive rigor as complexity, regulation, risk,
data, and governance requirements increase.
✓
Prepare for succession
Identify leadership capable of preserving what works
while moving the organization into its next stage.
Insurance Sectors We Support
Executive Search Across the Insurance Ecosystem.
Search strategy is customized to the client's insurance segment, business model, ownership structure, operating scale, functional needs, and leadership mandate.
Property & Casualty
Commercial, personal, specialty, underwriting, claims, operations, finance, risk, and enterprise leadership.
Life & Annuity
Life insurance, annuity, retirement, distribution, operations, actuarial, finance, and product leadership.
Health Insurance & Health Plans
Payer, managed care, health plan, benefits, compliance, operations, finance, and growth executives.
Reinsurance
Underwriting, broking, actuarial, risk, finance, analytics, operations, and specialty leadership.
Insurance Brokerage
Retail, wholesale, specialty brokerage, national platforms, regional firms, and distribution leadership.
MGAs & MGUs
Managing general agents, managing general underwriters, program administrators, and rapidly scaling specialty platforms.
TPAs & Claims Organizations
Third-party administrators, claims organizations, outsourced solutions, and specialized insurance service providers.
Insurtech
Insurance technology, software, AI, analytics, digital platforms, claims technology, and technology-enabled distribution.
Specialty Insurance
Complex risk, niche products, excess and surplus, program business, specialty lines, and emerging risk.
Employee Benefits
Benefits consulting, brokerage, administration, product, operations, client leadership, and growth.
Insurance Services & BPO
Outsourced operations, data, technology, claims, consulting, compliance, and specialty service organizations.
PE-Backed Insurance Platforms
Growth-oriented organizations requiring executives capable of scaling, integrating acquisitions, and building enterprise value.
Insurance Executives We Recruit
Leadership Across the C-Suite and Critical Insurance Functions.
Scion can lead retained searches across enterprise leadership, technical insurance functions, commercial growth, finance, risk, operations, technology, and transformation.
Enterprise Leadership
- Chief Executive Officer
- President
- Chief Operating Officer
- Division President
- General Manager
- Board Leadership
Underwriting & Actuarial
- Chief Underwriting Officer
- Chief Actuary
- Chief Actuarial Officer
- Head of Underwriting
- Pricing Leadership
- Product Leadership
Finance, Risk & Compliance
- Chief Financial Officer
- Chief Risk Officer
- Chief Compliance Officer
- Chief Accounting Officer
- Chief Investment Officer
- Treasury Leadership
Claims & Operations
- Chief Claims Officer
- Head of Claims
- Operations Executive
- Service Delivery Leadership
- Transformation Leadership
- Shared Services Leadership
Growth & Distribution
- Chief Revenue Officer
- Chief Commercial Officer
- Chief Growth Officer
- Chief Sales Officer
- Distribution Leadership
- Brokerage Leadership
Technology & Data
- Chief Information Officer
- Chief Technology Officer
- Chief Digital Officer
- Chief Data Officer
- AI & Analytics Leadership
- Cybersecurity Leadership
Retained Executive Search Process
A Structured Search From Discovery Through Successful Appointment.
Each stage is designed to increase market reach, improve candidate evaluation, create stakeholder alignment, and maintain momentum through the final hiring decision.
01
Discover
Understand the organization, insurance segment, business priorities, stakeholders, culture, challenges, and first-year leadership outcomes.
02
Strategize
Create the position strategy, target profile, evaluation criteria, candidate scorecard, and market approach.
03
Map & Recruit
Research target organizations and directly recruit relevant active and passive executives.
04
Assess & Select
Evaluate leadership capability, experience, motivation, and organizational alignment while supporting finalist selection.
05
Close
Support references, offer strategy, candidate engagement, negotiation, resignation, and successful completion.
Confidential Insurance Executive Search
Some Leadership Searches Should Never Enter the Public Market.
Replacing an incumbent, planning succession, restructuring a function, or creating a sensitive leadership role may require a search that is conducted with discretion from the first conversation through final candidate selection.
Incumbent Replacement
Search discreetly while the current executive remains in role.
Succession Planning
Explore the external leadership market without announcing an
impending transition.
Organizational Restructuring
Recruit new leadership while internal changes are still being
evaluated or communicated.
Selective Executive Outreach
Protect client and candidate confidentiality while directly
engaging targeted leaders.
Private Equity & Investor-Backed Insurance
Recruit Leaders Who Can Build the Next Stage of Enterprise Value.
PE-backed brokerage, MGA, insurtech, specialty insurance, and service platforms often need executives who can move quickly while adding operating discipline and scalable infrastructure.
Search strategy can be built around executives with experience in high-growth environments, acquisition integration, functional professionalization, transformation, and investor-facing leadership.
Scale operations
Integrate acquisitions
Build management infrastructure
Accelerate organic growth
Professionalize functions
Prepare for the next ownership stage
What Changes When You Retain Scion
Move From Candidate Availability to a Managed Executive Search.
The value of retained search is not simply finding more résumés. It is changing how the market is built, how candidates are assessed, and how the entire hiring process is managed.
Without a Dedicated Retained Search
With Scion Executive Search
Wait for qualified candidates to surface
The relevant executive market is proactively mapped
Candidate pool depends heavily on availability
Active and passive executives are recruited directly
Job description drives candidate matching
The search is built around the leadership mandate
Stakeholders may evaluate candidates differently
Evaluation criteria and candidate scorecards create alignment
Limited visibility into search progress
Consistent communication, calibration, and reporting
Recruiting often ends with candidate introductions
Scion supports interviews, references, offer, and closing
The goal is to fill the vacancy
The goal is a long-term successful leadership appointment
98%+
LONG-TERM
EXECUTIVE RETENTION
EXECUTIVE RETENTION
Built for the Hire After the Hire
A Leadership Search Should Reduce Risk—not Simply Produce Candidates.
More than 98% of Scion's placed executives remain successfully in their roles beyond the first year. That outcome reflects a search methodology designed around more than résumé experience alone.
Candidates are considered in the context of leadership capability, industry and functional alignment, organizational environment, motivation, stakeholder expectations, culture, and long-term potential.
Retained engagements also include a service guarantee. In the rare event that a placement does not meet expectations, the search may be reinitiated at no additional search fee, subject to the terms and conditions of the engagement agreement.
Executive assessment
Organizational alignment
Reference support
Offer & closing support
Search guarantee
Nationally Recognized Search Partner
Established Experience Behind Every Executive Search.
Scion combines two decades of executive search experience, national recruiting reach, more than 1,000 executive placements, and recognition across the recruiting industry and business community.
Forbes Recognition
ClearlyRated Best of Staffing
Inc. 5000 Recognition
Business Journal Recognition
National Recruiting Awards
98%+
Long-term executive retention
1,000+
Executive placements nationwide
20
Years of executive search experience
USA
National executive recruiting reach
Insurance Executive Search FAQs
Questions From Insurance Boards and Hiring Leaders.
Practical questions organizations consider when selecting a retained executive search partner.
Scion begins with deep discovery to understand the organization,
insurance segment, leadership mandate, stakeholders, business
priorities, culture, location, and expected outcomes. The team then
develops a customized search strategy, maps the relevant executive
market nationally, conducts direct outreach to active and passive
leaders, assesses qualified candidates, supports stakeholder
calibration and interviews, and manages the process through
selection and closing.
Scion can lead executive searches across property and casualty,
life and annuity, health insurance, reinsurance, insurance
brokerage, MGAs and MGUs, TPAs, specialty insurance, claims
organizations, employee benefits, insurtech, insurance services,
and private-equity-backed insurance platforms.
Searches can span CEOs, Presidents, COOs, CFOs, Chief Underwriting
Officers, Chief Actuaries, Chief Actuarial Officers, Chief Claims
Officers, Chief Risk Officers, Chief Compliance Officers, Chief
Revenue Officers, technology executives, distribution leaders,
operations executives, and other senior functional and
business-unit leaders.
Yes. Direct recruitment of passive executives is a central part of
retained search. Rather than limiting the market to job applicants
or executives known to be available, Scion identifies relevant
organizations and approaches qualified leaders directly.
Yes. Confidential search can support incumbent replacement,
succession planning, investor-led leadership change, newly created
roles, restructuring, and other circumstances where discretion is
important to the organization or prospective candidates.
Yes. Scion conducts national executive searches and can build the
candidate market around the client's location, relocation
expectations, remote or hybrid structure, insurance segment,
functional requirements, target organizations, and leadership mandate.
Yes. Search strategy can be developed for PE-backed insurance
brokerage, MGA, insurtech, specialty insurance, claims, and
insurance services businesses. Searches may focus on leaders with
experience scaling operations, integrating acquisitions,
professionalizing functions, accelerating growth, and building
enterprise value.
No. A completed position description is helpful when available,
but it is not required to begin. Discovery can help clarify role
scope, reporting structure, business outcomes, candidate profile,
priorities, compensation considerations, and the overall search strategy.
Assessment is built around the specific leadership mandate and may
include insurance-sector experience, functional expertise,
operating complexity, strategic leadership, financial impact,
regulatory context, transformation experience, team leadership,
board interaction, communication, organizational alignment,
motivation, and long-term potential.
Retained executive search proactively defines the target executive
market, identifies qualified leaders across relevant
organizations, recruits active and passive candidates directly,
assesses executives against the mandate, supports stakeholder
evaluation, and manages the search through final selection and close.
Scion retained engagements include a service guarantee. In the rare
event that a placement does not meet expectations, the search may
be reinitiated at no additional search fee, subject to the terms
and conditions of the specific engagement agreement.
Visit Scion's Start a Search page and share whatever information is
currently available, such as the organization, leadership level,
position title, location, timing, compensation range, and any
existing job description or RFP. A search partner can then discuss
the leadership challenge, candidate market, search approach, and
appropriate next steps.
Your Next Insurance Executive
Your Next Leader May Already Be Succeeding Somewhere Else. We Know How to Reach Them.
Build a national executive market around your actual leadership need. Scion combines direct passive outreach, executive assessment, confidential search, stakeholder guidance, and hands-on search management from discovery through successful close.
You do not need a finalized job description or search specification to
begin the conversation.