Insurance sales and advice

ISCO-08 3321

Insurance adviser, Branch sales adviser, Telesales adviser, Account manager, Tied agent, Wealth and protection adviser

AI exposure53%

Headcount need, in FTE

Exposure range

Your current headcount

FTE

Need in 203088 FTE-12 FTE (-12%)

Need in 203576 FTE-24 FTE (-24%)

How AI is used on these tasks todayNot enough observed usage on this job's tasks to publish a figure.Anthropic Economic Index, April and May 2026. Occupations: Insurance Sales Agents. AEI

1. Exposure 53%Average automation potential of the job's tasks. Range for this family: 41 to 65%.ILO occupations used: Insurance Representatives (53%). ILO data

2. Strategic ceiling 100%Your call: how much of this potential do you want to capture? Nobody can set it for you.

3. Adoption speed midpoint 2030

Inherits your company stance, adjustable for this family.

4. Conversion to headcount sensitive 45%Default 45%: Freed time goes into more customer contacts and cross-selling rather than fewer advisers, but remote sales of simple products shrink.

Target AI skills

level 1 to 4

Foundation

Use AI assistants every day

Frame and phrase a request

Check and challenge AI outputs

Protect data and respect the rules

Applied

Analyse data with AI

Produce content with AI

Delegate to and supervise AI agents

Job skills

Growing in value

Needs analysis for protection and savings
Advice on retirement planning
Building long-term client relationships
Explaining cover and exclusions plainly

Losing value

Quoting simple motor and home products
Writing meeting notes and advice reports
Searching product documentation for answers
Prospect list targeting and call scripts

How the job will change

Simple products such as motor or home insurance are increasingly sold online or through conversational assistants, with no adviser involved. For advisers, AI prepares the meeting: client summary, detected needs, product suggestions. It then drafts the meeting note and the written advice report required by distribution rules, which used to take a large share of the time after each appointment.

Advisers concentrate on what customers still want to discuss with a person: protection, savings, retirement, cover for a business, a claim gone wrong. A good adviser tomorrow will understand a household's or a small business's situation, explain cover and exclusions honestly and keep the relationship going over years, while checking that the tool's suggestions really fit the client.

2026-2027: Meetings prepared by AI, advice reports drafted automatically.
2028-2030: Simple products mostly sold online, advisers refocus on protection and savings.
2031+: Fewer remote sales roles, branch and field advisers on complex needs.

Watch out

Turnover is already high in these roles. The main risk is mis-selling: if advisers follow tool suggestions without understanding the product, regulatory and reputational exposure rises. See the seniority outlook below.

What if you hired fewer juniors?

Your 2036 seniors are the juniors you hire today.

Seniors available in 2036-6%1 FTE short

Gap above 5% from2029

Your seniority mix today

Juniors (0 to 1 yrs in the profession)50%Seniors (4+ yrs)15%

Mid-level (1 to 4 yrs in the profession, the remainder)35%

Cut in junior hiring -40%

For

Advanced settings

Juniors promoted each year30%Juniors leaving each year30%Senior gap filled by external hiring0%If every company makes the same bet, senior profiles will be scarce and expensive.

Seniority mix, % of today's headcount

Juniors50%Mid-level34%Seniors14%

2026 2036

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How the numbers are built

Every headcount figure combines four assumptions. Three come pre-filled from public research and job family defaults. The strategic ceiling is yours to set.

Public researchExposureAverage automation potential of the job's tasks, from the ILO's 2025 task-level scores.

Your decisionStrategic ceilingHow much of that potential you choose to capture. Your decision, not ours.

Your companyAdoption speedHow fast your company moves, set once for the whole company.

Job family defaultConversion to headcountHow much of the productivity gain becomes fewer people rather than more output.

Headcount effect

Seniority outlook

A flow model with three levels of experience in the profession. Promotion and exit rates are set so that today's mix stays stable when hiring does not change: any gap you see comes from the junior hiring cut alone.