Reinsurance

ISCO-08 2413, 3321

Reinsurance underwriter, Reinsurance buyer, Treaty analyst, Facultative underwriter, Reinsurance accountant, Head of reinsurance

AI exposure57%

Headcount need, in FTE

Exposure range

Your current headcount

FTE

Need in 203087 FTE-13 FTE (-13%)

Need in 203575 FTE-25 FTE (-25%)

How AI is used on these tasks today

Automation 48%Augmentation 52%

In AI conversations about this job's tasks: the AI does the task itself (automation) or helps the person do it (augmentation).Anthropic Economic Index, April and May 2026. Occupations: Insurance Underwriters, Actuaries. AEI

1. Exposure 57%Average automation potential of the job's tasks. Range for this family: 41 to 68%.ILO occupations used: Financial Analysts (62%), 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%: Treaty counts are stable and the work relies on relationships, but technical accounting and data preparation shrink significantly.

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

Rethink one's process with AI

Analyse data with AI

Produce content with AI

Delegate to and supervise AI agents

Expert

AI governance and risk management

Job skills

Growing in value

Programme structuring and cession strategy
Negotiating with reinsurers and brokers at renewal
Assessing catastrophe and emerging risk exposures
Critical reading of capital model outputs

Losing value

Preparing renewal submissions and data packs
Technical accounts and reinsurance statements
Reviewing treaty wordings clause by clause
Tracking recoveries and premium bordereaux

How the job will change

Much reinsurance work is document-heavy: renewal submissions, exposure data, treaty wordings, technical accounts, bordereaux, recovery claims on large losses. AI now prepares submission packs, compares wordings with the previous year to flag changed clauses, reconciles statements with reinsurers and tracks recoveries. Treaty analysts and reinsurance accountants see the largest share of their tasks absorbed.

The decisions stay human: how much risk to retain, how to structure a programme, which reinsurers to trust over time. A good reinsurance professional tomorrow will read catastrophe model outputs with a critical eye, understand the capital effects of a structure and maintain the long relationships with reinsurers and brokers that make the difference at difficult renewals.

2026-2027: Automated preparation of renewal submissions and comparison of treaty wordings.
2028-2030: Technical accounting and recoveries largely automated, smaller support teams.
2031+: Small senior teams focused on structuring, capital and negotiation.

Watch out

Reinsurance expertise rests on a few senior people who carry the market relationships. Automating analyst roles saves costs but weakens succession for these positions, which are hard to fill externally. See the seniority outlook below.

What if you hired fewer juniors?

Your 2036 seniors are the juniors you hire today.

Seniors available in 2036-5%2 FTE short

Gap above 5% from2036

Your seniority mix today

Juniors (0 to 3 yrs in the profession)25%Seniors (10+ yrs)30%

Mid-level (3 to 10 yrs in the profession, the remainder)45%

Cut in junior hiring -40%

For

Advanced settings

Juniors promoted each year25%Juniors leaving each year12%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

Juniors25%Mid-level42%Seniors28%

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.