What happens when a lifetime of insurance expertise is on the verge of walking out the door? At WAHVE (which stands for Work At Home Vintage Experts), we’ve built our business on ensuring that the industry doesn’t lose this invaluable knowledge. We give retiring professionals a way to keep working—and we give firms access to the seasoned talent they desperately need.
According to the U.S. Bureau of Labor Statistics, more than 400,000 insurance professionals will retire by 2026. At the same time, recruiting younger workers has fallen short, leaving firms struggling to fill open positions. The result: an industry-wide talent gap that demands a new workforce model.
The New Retirement Model
Retirement is no longer “all or nothing.” Millions of retirees want to keep working—but on different terms. They want flexibility, remote options, and meaningful ways to use their skills as they are no longer on a career path.
That’s where WAHVE steps in. Since 2010, we’ve connected retiring insurance professionals—our “wahves”—with agencies, brokers, and carriers that need their expertise. These professionals work remotely, contributing decades of knowledge while mentoring the next generation.
Our model helps firms:
- Preserve critical industry expertise
- Gain proven talent quickly, on long-term contracts
- Reduce onboarding and training costs
- Offer mentoring to younger staff
From account managers to underwriters, claims specialists, to risk managers, our wahves perform roles across all lines of insurance, policy processing, claims, quality control, accounting, data analyst and more—all from home offices.
From Contract Staffing to Direct Hire
WAHVE’s impact goes beyond our vintage contract staffing. We built Brainwahve, our proprietary qualifying software, to vet retiring experts for client engagements. That same technology now powers our Talent Acquisition Outsourcing (TAO) solution—helping clients qualify and hire direct, permanent staff.
Here’s how it works:
- Our bias-free algorithm scores applicants against a firm’s job request.
- Our qualifying specialists—insurance professionals with an average of 25 years’ experience—personally interview candidates.
- Firms receive a curated shortlist of highly qualified candidates, cutting weeks off the hiring timeline and hours spent reviewing resumes.
It’s a blend of smart technology and human judgment that ensures clients hire right-fit talent—fast.
Why It Matters
For retiring professionals, WAHVE offers flexible, remote roles that fit their lifestyle. For firms, it’s a proven way to fill critical positions while maintaining continuity and knowledge within the industry.
The results speak for themselves:
- A former account manager with 30+ years of experience now manages renewals remotely for a mid-sized agency while mentoring junior staff.
- Another wahve supports claims processing for a national carrier, helping meet deadlines.
- A retiring regulatory reporting analyst assists a large carrier with regulatory compliance.
The Future of Insurance Work
The independent agent channel—and the insurance industry as a whole—faces a critical workforce challenge. WAHVE offers a path forward:
- For individuals: retirement becomes reinvention, not disengagement.
- For firms: talent acquisition is smarter, faster, and more cost-effective through vintage contract staffing and qualified direct hires.
- For the industry: decades of expertise remain in circulation, while hiring and developing younger talent fuels long-term growth and innovation.
The future of the insurance workforce depends on innovation. WAHVE demonstrates that remote work is not only possible—it’s essential for filling talent gaps. By enabling experienced professionals to continue their careers from home, we help firms thrive, preserve critical industry knowledge, and ensure that decades of expertise remain at work. At the same time, by qualifying and connecting younger talent, we help firms build the workforce of tomorrow while meeting their immediate staffing needs.
WAHVE is not only addressing today’s workforce challenges but also helping the insurance industry adapt for the long term—supporting individuals in redefining retirement, enabling firms to access the talent they need, and preserving the expertise that sustains the industry’s future.
Topics Trends Talent Training Development
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