How to Write a Job Post for Insurance Sales Agents (Template)
A job post for a phone insurance sales role should name the line of business, the setup (remote, by phone, the hours), how pay is structured, what licensing you need, what the first 30 days look like, and one screening step. Write it as a description of the real day on the floor, not a pitch. Copy the template below, fill the brackets, and cut anything you can't say plainly.
The fill-in job post template
Copy this, replace every bracket, and delete any line that doesn't apply to your floor.
[Job title] e.g. Remote Final Expense Phone Sales Agent (Licensed)
About the role
We sell [line of business: final expense / term life / Medicare] by phone to [who: people who requested a quote, inbound callers, aged leads]. This is a [W-2 or 1099] role. You work [remote from home / from our office in City].
What the day looks like
- Schedule: [days], [start and end time], [time zone].
- Dial hours: about [number] hours a day on the phone.
- Leads: [provided by the agency / purchased by you / mixed: describe]. Leads reach you [how: assigned to your queue each morning, routed live, etc.].
- Calls: you [close on the first call / set appointments for a follow-up call or video meeting].
- Coaching: your manager reviews [number] of your calls each week and goes over them with you in a [length] one-on-one.
How pay works
- [Commission basis in plain terms, e.g. commission on policies you write through our agency].
- [Base pay or draw: yes or no, and how it works].
- [Who pays for leads, licensing and E&O].
- [How chargebacks are handled, in general terms].
We walk through the full pay structure in the interview.
Licensing
- [Resident license in (line) required on day one / We support pre-licensing: say what you cover].
- We sell in [states]. You will need [nonresident licenses in these states] by [when].
- Carrier contracting and appointments happen after hire. We walk you through it.
Your first 30 days
- Week 1: [product training, scripts, listening to recorded calls].
- Week 2: [first live calls on assigned leads, daily call reviews].
- Weeks 3 to 4: [full dial schedule, weekly call reviews].
Tools we provide
- [Dialer, CRM, video meetings, scripts, lead source].
- You provide: [computer, headset, reliable internet, a quiet room].
How to apply
1. Answer the [number] screening questions in the application.
2. Call [phone number] and leave a 60-second message on why you want a phone sales job. We listen to every message before we book interviews.
[Your equal opportunity statement, as written by your HR lead or attorney]
Why each section is there
| Section | Why it's in the post |
|---|---|
| Job title | It's what candidates type into a search bar. It also filters out people who don't want phone sales. |
| Line of business | Final expense, life and Medicare are different jobs. Licensed producers look for their line. |
| W-2 or 1099 | Candidates decide fast based on this. Hiding it wastes both sides' time. |
| Licensing | Splits licensed producers from people who need pre-licensing support, before you talk to anyone. |
| Schedule and dial hours | New reps who get a day they didn't expect often quit early. Say it up front. |
| Leads | Who pays for leads changes the whole job. Say it in one line. |
| Pay structure | Describes how money works, with no outcomes. Serious candidates want the mechanics. |
| First 30 days | Shows you have a ramp plan. Good producers look for that. |
| Tools you provide | Tells candidates what's on you and what's on them. |
| How to apply and screening step | Your first filter. The call-in step tells you how someone sounds on the phone. |
Write the title the way candidates search
Candidates search by role, line, setup and license. Build the title from those four pieces, in that order.
Pattern: [Role] + [Line] + [Setup] + [License status]
Two examples:
- Remote Final Expense Phone Sales Agent (Licensed)
- Life Insurance Phone Sales Agent, Remote (Pre-Licensing Support)
A Medicare floor hiring for AEP might use "Remote Medicare Phone Sales Agent (Licensed, AEP Season)." Same pattern.
Skip vague titles like "Rockstar," "Closer Wanted" or "Financial Freedom Opportunity." They read like hype, they don't match what licensed producers search for, and they pull in people chasing a pitch instead of a job.
Putting "Remote," "Phone" and the license status in the title does most of your screening for you. Someone who wants a field role or doesn't want to be on the phone scrolls past. That's the point.
Describe the actual day, not the dream
Write the day the way a producer on your floor would describe it to a friend. Four things belong here:
- Hours on the phone. Not "flexible schedule." Give the start and end time, the time zone and roughly how many hours a day are spent dialing.
- How leads arrive. Assigned to a queue each morning, routed live, or bought by the rep. If reps buy their own, say so in this section and again under pay.
- What a call looks like. Say plainly whether reps close on the first call or set an appointment for a second call or video meeting. A same-call closer and an appointment setter are different people.
- How often managers listen. If a manager reviews calls every week, say how many and how the review works. Coachable people see that as a plus. People who don't want feedback self-select out.
An honest description costs you some applicants. Those are applicants who would have quit in week two. The people who still apply know what they're signing up for, and your interviews get shorter because you aren't explaining the job from scratch.
When they do get to the interview, run them through the same stages and scorecard every time. Use the interview scorecard and questions so the post and the interview test for the same things.
How to explain pay without making income promises
Describe the structure. Leave out outcomes. That means no dollar figures for what reps "can make," no earnings ranges presented as typical, no lines about what top producers earn, and no language suggesting income has no ceiling.
What to cover:
| Pay element | What to write (plain terms) |
|---|---|
| Commission basis | How commission works in general: paid on policies the rep writes, through your agency. |
| Base or draw | Whether there is one. If there's a draw, say in one line how it's settled. |
| Leads | Who pays. If the rep pays, say how leads are bought and whether you set a minimum. |
| Licensing and E&O | Who pays for pre-licensing, exams, nonresident licenses and E&O coverage. |
| Chargebacks | That chargebacks exist and that you explain how they're handled in the interview. |
| Payment timing | How often reps are paid, in general terms. |
Keep contracting, commission levels and overrides general. The interview is where the details go, with the paperwork in front of the candidate.
If you want to share real results from your floor, clear the wording with your compliance team first. A single strong number in a job post reads as a promise to every applicant.
1099 vs W-2: state which one it is. Don't explain or defend the classification in the post. Whether a role is properly classified is a question for your accountant or attorney. Some states and cities also have rules about what a job post must say about pay, so ask your attorney whether any apply to your postings.
If you haven't modeled what each seat costs you before you post, do that first. Here's a breakdown of what it costs to run a virtual agency.
Licensing and contracting, in plain terms
This section decides who applies, so be exact.
- Day one or supported? Say whether a resident license in the line is required on day one, or whether you support pre-licensing. If you support it, say what you cover (course, exam, time) and whether reps start in training before they're licensed.
- Which states you sell in. List them. A licensed producer in one state needs to know whether nonresident licenses are expected and by when. If you cover the cost, say so.
- Contracting and appointments. One line is enough: carrier contracting and appointments happen after hire, and you walk them through it. Don't name carriers or commission levels in the post.
If you want licensed producers only, put "(Licensed)" in the title and make it the first knockout question. If you're open to both, run two posts with two titles. One post that tries to speak to both ends up clear to neither.
Screen before the interview
Two filters, both before anyone gets time on your calendar.
Knockout questions (pick 3 to 5)
- Do you hold an active resident license in [line]? (Yes / No / In progress, exam date: ___)
- Are you available for these dial hours: [days, times, time zone]? (Yes / No)
- Do you have a quiet, private place to work with reliable internet? (Yes / No)
- Are you comfortable being on the phone for most of the working day? (Yes / No)
- This role is [W-2 / 1099] and [leads are provided / you buy your own leads]. Does that work for you? (Yes / No)
A "No" on any question that's a hard requirement for your floor ends the application. Decide which ones are hard requirements before you post, not after you see who applies.
The 60-second call-in step
Ask every applicant who passes the knockouts to call a number you set up and leave a 60-second message on why they want a phone sales role.
You're listening for:
- Do they sound clear and at ease, or rushed and flat?
- Did they follow the instruction (about a minute, on topic)?
- Would a 70-year-old final expense prospect stay on the line with this voice?
It takes a candidate two minutes. It saves you a 30-minute interview with someone who doesn't want to be on the phone. A meaningful share of applicants won't call, and that tells you something too.
Everyone who sounds right moves to the structured interview and role play from the interview scorecard and questions.
Track which post actually produces producers
Most owners judge a post by applicant count. The number that matters is how many hires write their first application.
Funnel (fill in per post version and per job board)
| Stage | Count | Rate to next stage |
|---|---|---|
| Applicants | [A] | [B] / [A] |
| Passed knockouts and call-in | [B] | [C] / [B] |
| Interviewed | [C] | [D] / [C] |
| Hired | [D] | [E] / [D] |
| Licensed and contracted | [E] | [F] / [E] |
| Wrote first application within your ramp window | [F] |
Formulas
- Cost per hire = [total posting spend] / [hires]
- Cost per productive producer = [total posting spend] / [hires who wrote a first application within your ramp window]
Set your ramp window before you start (your number, for example the first [X] days after contracting) and don't change it mid-test.
Run the funnel separately for each job board and each version of the post. If version A gets twice the applicants but version B produces more producers who write a first application, keep B. Change one thing at a time between versions (title, pay section, or screening step) so you know what moved the result.
Once new producers are on the phones, the same discipline applies to their activity. Here's how to track agent activity from dial to app.
Mistakes that fill your pipeline with the wrong people
- Hiding that it's phone sales. If "phone" isn't in the title and the first paragraph, you'll interview people who quit when they see the dialer.
- Leading with income instead of the work. It attracts people chasing a number and puts you at risk of making claims you can't back up. Lead with the day.
- No schedule. "Flexible hours" on a floor with set dial times only causes confusion. Give the hours.
- No licensing info. Licensed producers skip posts that don't say whether a license is required. Unlicensed applicants apply to jobs they can't start.
- No screening step. Without knockouts and a call-in, your calendar fills with interviews that end in the first five minutes.
- Posting once and never measuring. Without the funnel above, you can't tell a good post from a lucky week.
After the hire: shorten ramp
A good post gets the right person in the seat. Ramp decides whether they stay. In week one, a new producer needs three things:
- Leads assigned in order. Not a pile to pick from. A queue that tells them who to call next.
- A script. The written version of how your best producer sells. If you don't have one yet, build your sales playbook before the first hire starts.
- Calls reviewed. A manager listening to real calls and giving one fix at a time.
Be careful with contests in the first month. New reps measured against veterans on day one often check out. Here's what to consider about leaderboards on a new floor.
Where Nohl fits, and where it doesn't. Nohl doesn't write or post job ads, and it doesn't screen applicants. Everything above about the post is on you. Where it fits is after the hire:
- Assigning leads and managing reps. Mogul lets agency owners assign leads and manage their reps from one place, so a new producer starts with a queue instead of a pile.
- Help on the live call. Sales AI suggests the next line or an objection answer to the rep during the live call. The prospect never hears it. The rep stays in the conversation and decides what to say.
- Call review. Searchable call recordings and transcripts, so a manager can find a new rep's calls and review them in the weekly one-on-one. Recording laws vary by state. Some states require everyone on the call to consent. You are responsible for recording notices and consent.
- Getting started. Mogul includes white-glove getting started. Ask sales for the details.
More on how owners see their team: team visibility for agencies.
See Mogul for agencies and IMOs
Frequently asked questions
What should an insurance sales job description include?
The line of business, whether the role is remote and by phone, the schedule and dial hours, how leads are provided, how pay is structured (with no income figures), licensing requirements and states, what the first 30 days look like, the tools you provide, and one screening step such as knockout questions and a 60-second call-in message.
Should I post pay in an insurance sales job ad?
Describe the pay structure: commission basis, any base or draw, who pays for leads, licensing and E&O, and that chargebacks exist. Leave out income figures and earnings examples. If you want to share real results, clear the wording with your compliance team first. Some states and cities have rules about pay information in job posts, so ask your attorney whether any apply to you.
How do I attract licensed agents instead of unlicensed?
Put "(Licensed)" in the job title, make an active resident license your first knockout question, and list the states you sell in so nonresident licensing expectations are clear. If you also hire unlicensed candidates, run a separate post with a title that says you offer pre-licensing support.
Where should I post remote insurance sales jobs?
Most agencies test a mix: large general job boards, professional networking sites, insurance industry job boards, pre-licensing course referrals and referrals from your own producers. Run the same post on each, track the funnel separately, and keep the sources that produce hires who write a first application, not just the most applicants.
How long should an insurance job post be?
Long enough to cover the day, the pay structure, licensing, the first 30 days and the screening step, and no longer. Short sections with bullets work better than paragraphs. If a line doesn't help a candidate decide whether to apply, cut it.