Workforce insights and technology trends shaping what’s next for MGAs.
Aging workforce and talent gaps: Over 67% of MGA professionals in our workforce survey were 44 years of age or older while only 4% were under the age of 28. This confirms a generational gap and signals an approaching retirement wave that will impact operations, client relationships, and underwriting continuity. Succession planning and knowledge transfer are now strategic priorities, rather than stand-alone HR activities.
Recruiting is active but difficult: A majority of MGAs (58%) reported active recruitment but 53% described attracting new talent as at least “somewhat challenging” while 16% called it “extremely challenging.” The difficulty is especially acute in attracting licensed, experienced talent and tech-savvy professionals. MGAs cited compensation, remote flexibility, and benefits as their most common recruiting levers, but only 28% offer clear upward mobility paths.
