This year, I’ve been entrusted with two of the most high-stakes leadership searches in the London and global claims market:
- A Global Head of Specialty Claims for a top-5 (Re)Insurer.
- A Head of Claims in Bermuda for a top-5 Lloyd’s Syndicate & (Re)Insurer.
Both searches were retained. Both clients knew that “the normal way” — handing the role to an already stretched in-house team or scattering it across multiple agencies — would never deliver the calibre of shortlist they needed.
They wanted the best candidates in the market, not just the best of who happened to be looking.
And that’s exactly what I delivered.
Why Retained Search Works in Claims Recruitment
The truth is simple:
- Internal teams cannot instantly deprioritise everything else and deliver a world-class claims shortlist.
- Contingency agencies are not incentivised to go deep, and most lack the specialist networks to even try.
I’ve spent 13 years dedicated solely to claims recruitment. Every hour has gone into building relationships across the claims market, with a unique focus on London. That’s why C-Suite, Global Heads of Claims, and senior HR & Recruitment leaders trust me when the stakes are high.
How I Do It Differently
My 11-step, feedback-driven executive search methodology, designed specifically for claims recruitment. It’s a 15-day, laser-focused campaign that ends with a shortlist of only the most suitable, qualified, and motivated candidates — delivered on day 16.
AI-Enhanced Reporting
Through my partnership with recruitment specialist AI software company, I provide intelligence no standard recruiter can match:
- Detailed market mapping & candidate research.
- Rationale for each recommendation & an in depth short list report.
- Insights into skills beyond the CV.
- DEI reports, interview feedback, and candidate process analytics.
Flexible Costs
Retained search doesn’t have to mean “premium pricing.” I’ve refined a model that’s only marginally higher than a contingency process, with staged payments and flexibility in fee structure. This makes retained search both accessible and justifiable at every level of hire.
The “Eggs in One Basket” Question
Some leaders believe it’s safer to spread a hire across multiple recruiters. In reality, that dilutes accountability and results in a pile of CVs rather than a refined shortlist.
By contrast, my process is claims-specific, psychologically informed, tech-enabled, and backed by over a decade of focus in this one market. I know how to earn trust from claims talent, and I know how to match them to the right opportunity.
The Question You Should Be Asking
When your next critical claims hire arises — maybe complex, niche, or business-critical — ask yourself:
👉 Do I want the best shortlist in the market delivered quickly, with clarity and professionalism? Or… 👉 Am I willing to gamble on “the normal way” — scattered CVs, minimal feedback, and the hope of stumbling across the right person by chance?
Your competitors are already choosing the first option. They’re securing market-leading claims talent through retained search. The only question is: do you want them to be ahead of you?
Let’s Talk
If you’re a CEO, Global Head of Claims, senior HR leader or similar responsible for shaping the future of claims in your organisation, I’d welcome a conversation.
Don’t leave a critical hire to chance. Let’s design and deliver the search process that ensures you hire the very best person in the market — not just the best of who’s available.
Reach out for a confidential consultation or just a friendly chat – 07387 351 811 / jamie.thomson@claimsrecruitment.co.uk
Jamie Thomson. Director.