Mike Tannenbaum is the Founder and Managing Partner of Key Strategies, a boutique recruitment firm that specializes in providing world-class insurance and risk management talent to Fortune 500, insurance brokerage, carrier, and consulting firms across the U.S. With over 30 years of experience in this niche market, Mike has built a best-in-class network of corporate risk managers, insurance brokers, underwriters, claims and safety directors, RIMS account managers, and risk consultants at all levels. In this live from RIMS 2024 episode, Mike answers the top questions about recruiting in the insurance industry, from how often is acceptable to switch positions, what the total compensation package looks like, and whether the non-compete agreement is still an issue in the industry.
Key Takeaways:
● Mike shares the work that he does at Key Strategies and his podcast Should I Stay or Should I Go?
● Mike’s path to becoming a career risk management recruiter started at a beach club.
● As a recruiter, Mike builds relationships with both candidates and companies.
● The importance and challenge of confidentiality in risk management recruiting.
● Why should you have conversations with a recruiter if you’re not interested in changing jobs?
● Connecting candidates and employers in a pre-LinkedIn world.
● The evolving work of Key Strategies utilized LinkedIn as an effective tool.
● Addressing the talent shortage and inflation in the insurance industry.
● It’s not only about salary — the importance of considering the total compensation package and the career opportunities.
● What is the acceptable timing to transition from one position to another?
● Is the non-compete agreement no longer an issue in the insurance industry?
● The most meaningful advice that Mike has learned in his career.
Mentioned in This Episode:
Mike on LinkedIn
Key Strategies
Tweetables:
“A good risk manager really needs to understand their company and how they operate in every little detail to be able to provide the right insurance and advice.”
“There’s nothing wrong with being open to having those introductory conversations with a recruiter.”
“LinkedIn has presented some great challenges and some great opportunities in recruiting.”
“If you want people to believe in the mission, you have to sell them on the mission.”
“If you have your superstar employees, or anyone that you really value, you have to give them a reason to want to stay.”
