In this Power Producers Shoptalk episode, David Carothers continues his series with the team from Insurance Futures, diving into the importance of job descriptions for building a strong culture in remote teams. As remote work becomes more common, having clear job descriptions helps set expectations, boost accountability, and ensure employees understand their roles.
David is joined by Jeremy Huerta, Michael Overstreet, and Caleb Walker from Heritage, an agency that has mastered the art of job descriptions. Together, they explore how detailed, concise job descriptions tied to core values and KPIs can lead to a more successful and productive remote team.
David starts by acknowledging that job descriptions are often overlooked, but in remote work environments, they’re essential for clarity. Without clear expectations, employees can feel lost or uncertain about their role.
The team stresses the importance of keeping job descriptions simple and straightforward. They emphasize that clear, concise language helps everyone understand exactly what’s expected, without unnecessary complexity.
Jeremy explains that job descriptions should align with the agency’s core values. It’s not just about duties—it’s about ensuring employees know how their role contributes to the larger mission and culture of the agency.
Caleb discusses how job descriptions should reflect specific KPIs. By defining measurable tasks and goals, job descriptions create clear expectations and accountability for employees’ performance.
The team shares how transparent job descriptions help both the agency, and the employee assess if they’re a good fit. By outlining the role clearly from the start, both parties can avoid surprises and ensure alignment with the agency’s needs.
In the ever-evolving world of commercial insurance, marketing has become a critical lever for growth. Yet most agencies still struggle to understand what’s actually working. From websites that generate leads with no attribution to CRM systems that silo vital data, insurance agencies are often flying blind.
If you’re a commercial insurance producer trying to grow in the middle market, you’re probably aware that the old-school prospecting methods—cold calling hundreds of businesses, dropping off trinkets, hoping someone is “coming up on renewal”—are no longer enough. In today’s competitive environment, success isn’t about how many people you reach. It’s about reaching the right people at the right time with the right message.
Too many agents stop learning once they’ve earned their license. The bare minimum—meeting continuing education requirements—is not enough in today’s climate. Producers often resort to online forums, asking where they can complete CE hours “as quickly as possible.” This mindset directly impacts their ability to communicate complex subjects like reinsurance or risk modeling to clients in an understandable way. As a result, they struggle to retain accounts and close new business in an increasingly competitive market.
The problem? Too many producers are pitching too soon, to the wrong people, with nothing more than a quote to offer. This article walks through how to close more business by positioning yourself as a trusted advisor, selling Total Cost of Risk (TCOR) outcomes, and using a structured approach to differentiate at every stage of the sales process.
In the modern commercial insurance landscape, trust is no longer built solely through in-person meetings, networking events, or polished brochures. It’s earned digitally—often before a prospect ever takes your call. As sales dynamics shift and competition tightens, the producers who will thrive are those who understand one thing: educational content is the new handshake.
Most commercial insurance producers think of referral networks as an afterthought—something that might generate a lead or two if they attend enough events, shake enough hands, or stay active in their BNI chapter. But the producers who consistently dominate the middle market think differently. They treat referral networks like revenue engines, built with the same discipline as a sales pipeline, and they use those relationships not only to generate appointments but to recruit the next generation of elite producers.
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