Retaining Insurance Talent in Regional New Zealand: Why It’s Hard and What Employers Can Do

Introduction

The insurance industry in New Zealand has always had strong roots in community-focused service. Yet in recent years, regional brokerages have started to feel the strain when it comes to retaining insurance talent in regional New Zealand.

While lifestyle perks in areas like Taupō, Hawke’s Bay, and Nelson continue to attract professionals seeking balance, these locations often lose talent to the main centres. The reality is that career-driven individuals are frequently drawn to larger cities where advancement pathways, stronger salary bands, and broader portfolios are more readily available.

As a recruiter working closely with both regional and city-based brokerages, I have seen this talent divide widen, often at the expense of local brokerages.

Key Challenges Facing Regional Brokerages

Limited Career Progression

Most regional brokerages operate with flatter structures. Without well-defined growth opportunities or formalised career pathways, even top performers can find themselves stagnating. Many brokers in smaller towns manage large, diverse portfolios, yet remain in the same title year after year. This lack of progression is a major push factor.

Salary Disparity

There is a clear gap in pay between city-based and regional roles, even when responsibilities are similar. Talented brokers and support professionals often seek out opportunities in Auckland, Wellington or Christchurch to unlock higher earning potential. Once they leave, they rarely return.

Resource Constraints

Smaller branches are often stretched thin. Brokers end up juggling everything from servicing and renewals to claims and administrative support. While this exposure can be a strength, it can also lead to burnout, especially when compared with the more specialised functions in larger urban brokerages.

Lack of Training and Development

Training budgets in regional brokerages are typically more constrained. Continuing professional development (CPD) may be informal or inconsistent, which limits growth and long-term engagement. For many candidates, the lack of investment in their learning is a key reason they look elsewhere.

What Regional Candidates Want

When speaking with insurance professionals across the country, one thing is clear. Those in regional areas are not necessarily chasing the city, they are chasing opportunity.

What they want is straightforward:

• Clarity around career development
• Flexibility in how and when they work
• Support to upskill, including funded Level 5 qualifications
• A role that feels future proof, not just geographically convenient

The candidates are there. The ambition is there. But the offering from regional employers often falls short.

Solutions for Employers

Create Visible Growth Pathways

Even within a small team, you can introduce stretch roles, lead broker responsibilities, or internal mentorship opportunities. Candidates want to see that there is a future with your firm, not just a static job.

Leverage Flexibility as a Competitive Edge

Remote work, hybrid arrangements, or condensed hours can significantly boost retention. Flexibility is no longer a perk, it is a priority. Offering it can help you compete with employers in the main centres without needing to match their salaries.

Invest in Learning and Development

Support your team through Level 5 training, underwriting exposure, and structured CPD. Development is not a luxury, it is a necessity if you are serious about retaining insurance talent in regional New Zealand.

Build a Recognisable Local Employer Brand

Celebrate your people, highlight internal promotions, and showcase your team culture. The more you promote your value as an employer within the region, the more likely you are to attract and retain high-performing professionals.

Conclusion

Regional brokerages do not need to replicate the model of large city-based brokerages to compete. But they do need to be more deliberate in how they present opportunity, invest in people, and support growth.

The lifestyle is already a major drawcard. Now it is about backing that up with a compelling career proposition.

Brokerages that get this balance right will not only stand out, they will build loyal, engaged teams who stay for the long term. And that is the key to retaining insurance talent in regional New Zealand.

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