On-the-job training worked when pressure was lower, but today it’s slowing your pricing team down and burning out your best people. This article explains why the “we’ll train them in the team” model is broken – and how ready-trained analysts from a pricing-specific RTD pipeline give you capacity, speed and control back.

New pricing analysts taking 6–12 months to add real value? That’s not “normal”, it’s a profit leak. In this post we unpack what time-to-productivity should look like in UK insurance pricing, why shadowing and ad-hoc training keep teams slow, and how a 10-week FlarePeople Pricing Pathfinders™ academy can turn new hires into analysts who own real pricing work, safely, within their first 90 days.

If you lead pricing, a 120-day gap isn’t just an HR problem - it’s P&L exposure and could cost you millions. This article breaks down the hidden cost of a pricing analyst vacancy in terms of delayed rate moves and missed improvements, with an illustrative worked example and three moves to reduce the impact fast.

Insurance pricing has become one of the most strategically important – and most talent-constrained – functions in the market. Regulatory change, exploding data, new tools and intense competition mean pricing teams are expected to do more analysis, more often, under greater scrutiny. Most organisations are still trying to solve that with traditional hiring models. That’s why they’re stuck – and why it’s time to move from recruiting talent to creating pricing capability.

Insurance pricing leaders are feeling the pressure of Consumer Duty, rising claims costs and the AI wave but are still stuck with the same hiring playbook they were using years ago. In this article we challenge how pricing capability is built, where you look for talent and what you expect from new joiners in their first months.

Insurance pricing is under pressure: open roles, stretched seniors and critical work slipping. FlarePeople’s Pathfinders™ Academy helps insurers, MGAs and insurtechs build a repeatable pipeline of pricing-ready talent – combining targeted recruitment, specialist training and real-world deployment so teams gain capacity, capability and future leaders, not just filled vacancies.