At Coleman Search Group, we enjoy sharing our perspectives on the future of talent, leadership, and change in our industry. This article, originally posted on LinkedIn by Matthew Nickens, looks at how candidates can stand out in a people-first insurance marketplace by aligning their values with the right organization and pairing technical skills with uniquely human strengths.
As I wrote about in my last article published on February 4, 2026, technology has taken the proverbial backseat to what will truly set companies apart going forward: their people. While organizations have doubled down on a wide range of business technologies — including Artificial Intelligence — in a bid to ensure competitiveness, the “people advantage” is now the definitive factor.
What does this mean for our industry?
It signals that now is the time for both companies and candidates alike to evolve and seize the opportunity to ensure long-term viability. For the insurance professional, it means honing and sharpening soft skills that, up until this point, have been overlooked and are now increasingly in demand.
Companies refocusing on human capital will redefine the job market for insurance professionals by the end of the decade, if not sooner. We’ve already seen signs of the shift developing. The rules are changing and candidates won’t be immune from the consequences. The economic landscape is in a constant state of flux, and now more than ever, companies will now actively seek out the “people advantage” by attracting top talent who adapt to the times, not those unwilling to change in the face of it.
But before you know where to go next, you need to clearly understand yourself. Know your core values, where you stand, and where your prospective next company stands. The goal is to be with an organization that demonstrates the same core values that you’re seeking. Being the right person at the wrong company will leave you left wanting more alignment. The sands will continue to shift under your feet, whether you’re looking or not. This makes it that much more vital for you to identify organizations where you see a legitimate, connected future. Understanding what is important to you—career development, workplace arrangement, work-life balance, to name a few—will lend itself to a higher rate of job satisfaction. If you know a colleague at a target company, call them up and ask about their experience. Doing your due diligence in small ways up-front will minimize big, unpleasant surprises later on.
We can’t expect to build tomorrow’s projects with yesterday’s tools. So, how can candidates differentiate themselves and ultimately survive in this new environment? For the foreseeable future, candidates need to meld their technical skills with human-centric abilities. It can’t be one or the other. You need both. Failing to do so will severely compromise your competitiveness as a candidate. Professionals need to be adaptable to meet the pressing demands of this ever-shifting industry. Top talent will demonstrate this characteristic in a multitude of ways.
The ideal employee will build and sustain meaningful relationships with internal and external partners that are not easily replaced. This includes asking to lead new projects and create buy-in amongst colleagues and outside vendors alike. This also shines a spotlight on the value of in-person networking. It’s difficult to develop these types of human-to-human connections from behind a screen; people will be faced with the reality that if they don’t go into the office or attend in-person industry events, they will miss out on valuable opportunities to advance their careers. With many professionals currently preferring text and email communication over in-person interaction, those with this highly coveted people skill set will make themselves exponentially more in demand.
We’ve weathered similar storms before, and we must do so again: the expansion of the internet, the pandemic, remote work. Now it’s AI. Companies will increase emphasis on interpersonal skills, relationship building, and leadership acumen in combination with leveraging business technology.
We live in a society where the human touch is still needed and is becoming more in demand than ever. We can’t automate the hiring process. AI isn’t an adequate substitute for a strong, thoughtful manager. You can’t successfully negotiate a settlement with a large language model.
Having a clear understanding of your values and career goals will ensure that you’re aligned with the right organization, and your demonstrated ability to integrate technical and human competencies will determine whether you remain competitive and gainfully employed in the long term. For those that choose not to embrace these changes, the new landscape will be equally unforgiving.
By Matt Nickens, Partner, Coleman Search Group
