Why top insurance talent is drawn to this firm’s approach

This piece is sponsored by Holmes Murphy.

Six college students were hours into their new summer internship, but their office leader was curious to learn their first impression.

During lunch overlooking the Big Sioux River in downtown Sioux Falls, Doug Muth asked the question:

“What’s your favorite part so far?”

The response was collective: “Everyone said, ‘Do you know how cool it is to say we’re in The Steel District and we get to be in this space?’” he said. “And I totally get it.”

Work environment matters.

Culture tends to follow it.

And both increasingly are helping determine where insurance professionals choose to build their careers at a time when the industry is facing significant talent shortages and rising client complexity.

At Holmes Murphy, one of the nation’s largest privately held insurance brokerages and risk management consulting firms, leadership intentionally has invested in an approach that is proving to set it apart in the race for talent.

“We have made significant upgrades, including in our offices,” said Muth, who serves as senior vice president and Sioux Falls market leader.

“Since we moved into our new office at The Steel District, I think we’ve retained and grown our entire team. The result has been fabulous.”

As the interns quickly learned, the energy of the new downtown riverfront space continues inside the office.

“They talked right away about how welcoming it is here,” said Kris Kemmis, vice president and sales leader.

“People are interacting with each other, and we have great collaboration.”

Demand for talent

Insurance might not always be the first career path young professionals consider, but that’s slowly changing.

“There’s a ton of demand,” Muth said. “Revenues keep growing, risk keeps evolving, and businesses are becoming more sophisticated.”

At the same time, many experienced insurance professionals are nearing retirement, while fewer younger workers historically have entered the field.

“A lot of us are aging out, and there hasn’t been enough younger talent coming into insurance,” Muth said. “That’s something we’re intentionally trying to change.”

Holmes Murphy has invested heavily in internships, training and career development as part of that effort.

The Sioux Falls office now attracts interns from programs across the region, including sales majors at Iowa State University, with some students relocating for the summer specifically to gain experience with the company.

“The word is getting out,” Kemmis said. “We’re seeing more applicants and higher-quality candidates who are business-oriented and interested in sales, marketing and consulting.”

One differentiator, leaders said, is the company’s team-based approach.

“We are all about team selling,” Muth said. “Insurance can sometimes feel like a lonely industry where everyone operates independently, but our clients are sophisticated and complex. It often takes four, six or eight people working together to support them.”

That collaboration appeals both to employees and clients.

Rather than relying on one producer to manage every aspect of a relationship, Holmes Murphy builds teams with expertise across employee benefits, property and casualty, surety, captives and risk management.

“It’s way more fun to have a team of people go win a deal and help a business get better,” Muth said.

That environment creates opportunities for employees to grow while feeling connected to a larger mission, Kemmis said.

 “There’s a shared vision for growth and the ability to make a name for yourself here,” he said.

Independence matters

Another major draw at Holmes Murphy: independence.

As many insurance brokerages consolidate through private equity and public company acquisitions, Holmes Murphy leadership said remaining privately held allows the firm to focus more directly on clients and employees.

“We as shareholders have made a commitment to stay independent and not be rolled up into a publicly traded company or private equity structure,” Muth said.

That approach creates opportunities for employee ownership while reducing pressure tied to quarterly earnings or shareholder expectations.

“What’s important to the client and important to the employee is that we can invest in the company without worrying about stock price,” Kemmis said. “We focus on client experience, putting the right talent around our clients and growing the right way.”

That stability increasingly is attracting experienced professionals from elsewhere in the industry.

The firm also is finding strong talent outside traditional insurance pipelines.

Kemmis said former educators, athletes and professionals from other industries often transition well because of their communication skills, competitiveness and ability to build relationships.

“We’ve seen teachers come into insurance and do phenomenally well,” he said. “We have strong internal training programs and clear growth paths, so people always feel like there’s another opportunity ahead of them.”

That growth mindset is important in a business where relationships, strategy and problem-solving continue to become more valuable.

“Our whole footprint works together,” Muth said. “You’re working with people across our geography and industries nationwide, which expands your expertise and relationships.”

Why it matters

For business owners, Holmes Murphy leadership said the impact of attracting and retaining top talent ultimately shows up in service.

More experienced teams can bring broader expertise, deeper collaboration and more proactive guidance in areas ranging from employee benefits to property and casualty risk, surety and captives.

“We’re able to bring a different level of consulting because we’re focused on building the right teams around clients,” Kemmis said.

And in a business increasingly shaped by complexity and change, that matters more than ever.

“If you have happy employees, you have happy clients,” Muth said.

Holmes Murphy is in growth mode and always open to talking with talented individuals. Visit here to learn more about current opportunities.