Actuarial Executive Search
for Insurance & Consulting Firms
Actuarial credentials matter.
ASA, FSA, EA, ACAS, and FCAS designations reflect discipline, analytical rigor, and professional commitment. They are essential. But credentials alone do not eliminate hiring risk.
Two actuaries with identical exams can differ materially in:
- Modeling depth & technical rigor
- Internal & external communication
- Business judgment
- Leadership presence
- Cultural alignment
- Retention stability
Hiring an actuary is rarely about qualifications. It is about reducing variance before interviews begin.
An actuarial mis-hire creates measurable downstream risk:
- Client delivery disruption
- Senior actuarial burnout
- Compressed review cycles
- Regulatory exposure
- Replacement cost and reset time
The objective is not speed. It is precision.
Beyond the Numbers
For more than 19 years, we have worked alongside Chief Actuaries, VPs, and actuarial hiring leaders to reduce hiring risk through structure and control.
Roles and Credential Levels We Place
We support hiring across:
Core Technical Functions
- Pricing Actuaries
- Reserving Actuaries
- Valuation Actuaries
- Financial Reporting Actuaries
- Experience Studies Actuaries
Risk & Capital
- Capital Modeling & ALM Specialists
- Enterprise Risk Management (ERM) Actuaries
- Reinsurance Actuaries
- Risk Adjustment Actuaries (Health)
Advanced Analytics
- Predictive Modeling Actuaries
- Actuarial Data Science Leaders
- Modeling & Automation Specialists
Leadership
- Chief Actuary
- Appointed Actuary
- VP / Head of Actuarial
- Actuarial Directors & Practice Leaders
- Analyst to Associate level
The Kalos Way
We specialize in actuarial recruiting, delivering a focused slate of 2–3 fully vetted, often passive candidates through a structured, high-touch search process that prioritizes precision, alignment, and risk reduction over candidate volume.
Why Actuarial Leaders Engage Us
Actuarial searches tend to stall for three reasons:
- Strong resumes, weak alignment
- Passive talent is inaccessible through postings
- Internal capacity is stretched too thin to run a disciplined search
We reduce those failure points:
- Over 90% of candidates we present advance through multiple interview rounds
- Searches measured in weeks, not months
- Reduced review burden on senior actuaries
We also stand behind placements with an industry-leading 5-Year Replacement Program.
Details available upon request.
When to Engage an Actuarial Search Firm?
We are most effective when:
- A key actuarial role has been open longer than expected
- Growth initiatives depend on added actuarial capacity
- A prior search produced qualified candidates, but weak fit
- You need access to passive, credentialed actuarial talent
A Professional Conversation
There is no obligation and no sales process.
If helpful, we are open to comparing notes on:
- Compensation ranges clearing in your segment
- Market movement within P&C, Life, or Health
- Where hiring processes typically break
If an actuarial hire is on your radar this quarter, we can share:
- Where misalignment most often occurs
- How to pressure-test behavioral and technical fit early
- Compensation risks that cause late-stage offer failures
If it makes sense, we’re available.
