About BroadStreet Partners
BroadStreet Partners is a Top 15 insurance brokerage operating under a unique co-ownership model with over 30 Core Agency Partners across 200+ offices nationwide. We're building something different. A platform where entrepreneurial agencies maintain their identity and culture while gaining the resources and scale of a national organization.
About This Role
This is not a traditional recruiting role. We're looking for a Talent Acquisition Business Partner who thinks like a business leader first and a recruiter second, someone who understands that the right hire changes an agency's trajectory, and the wrong one sets them back years.
You'll partner with multiple Core Agency Partners, each with their own culture, growth plans, and talent challenges. Your job isn't to wait for requisitions, it’s to understand where each agency is headed, anticipate their talent needs before they become urgent, and build pipelines that deliver the right people at the right time. You'll use historical hiring data, turnover patterns, and direct conversations with agency leaders to develop talent strategies that drive business outcomes.
You'll be joining a talent acquisition function that's still building its infrastructure, which means you'll have the opportunity to shape how we work. If you need everything in place before you can be effective, this isn't the right fit. If you thrive on building while doing, keep reading.
How You’ll Make An Impact
Strategic Partnership
• Develop deep, trusted relationships with Core Partner leadership, becoming someone they call when they're thinking about a hire, not just when they have an open req
• Understand each partner's business strategy, growth trajectory, and what success looks like in their specific environment
• Working with others in HR, analyze historical hiring patterns, turnover data, and market trends to anticipate talent needs 6-12 months ahead
• Translate business objectives into talent acquisition strategies that deliver measurable results
Proactive Pipeline Development
• Build and maintain talent pipelines for critical roles before positions open, particularly Account Managers, Account Executives, and client-facing professionals in Commercial P&C, Personal Lines and Employee Benefits
• Cultivate a strong network within the insurance brokerage industry through associations, events, LinkedIn, and relationship-based sourcing
• Map talent at competitor agencies and maintain ongoing relationships with high-potential professionals
• Provide market intelligence to agency leaders on talent availability, compensation trends, and competitive dynamics
Quality-Focused Execution
• Own full-cycle recruiting for assigned partners, from intake through offer acceptance
• Screen candidates with a focus on cultural fit and long-term success, not just skill match
• Present candidates with context that helps hiring managers make informed decisions
• Track and report on quality metrics: hiring manager satisfaction, time-to-productivity, retention rates, not just time-to-fill
Infrastructure Building
• Contribute to the development of recruiting processes, playbooks, and tools as we scale
• Partner with the Manager of Talent Acquisition to identify gaps and implement solutions
• Document what works across different Core Partners to build institutional knowledge
What You Bring
Required
• 7+ years of recruiting experience with at least 4 years focused on insurance brokerage
• Proven success sourcing and placing Account Managers, Account Executives, and client-facing roles in Commercial, P&C, Personal Lines or Employee Benefits
• Strong existing network within the insurance industry. You know people, and people know you
• Demonstrated ability to build trusted advisor relationships with business leaders, not just take orders
• Comfortable using data to identify patterns, anticipate needs, and measure outcomes
• Self-directed work style with strong organizational skills; you don't need to be managed closely
• Comfort working in an environment where processes and tools are still being developed
Preferred
• Experience recruiting for independent agencies or regional brokerages (vs. large carriers)
• Deep understanding of insurance industry compensation structures, including book-of-business dynamics and producer retention strategies
• Experience supporting multiple business units or clients with distinct cultures and needs
What Success Looks Like
In your first 90 days:
• You've built relationships with your assigned Core Partners and understand their business, culture, and what makes someone successful in their environment
• You've reviewed historical hiring and turnover data to identify patterns and anticipate upcoming needs
• You've begun building pipelines for roles you know will open, not just filling current reqs
Within six months:
• Agency leaders see you as a strategic partner, someone who helps them think about talent, not just someone who fills positions
• You're delivering candidates who are right for the specific agency, not just qualified on paper
• You're providing market intelligence that influences how partners think about compensation, role design, and talent strategy
Within one year:
• Your partners' quality of hire metrics are measurably better. Higher retention, faster time-to-productivity, stronger hiring manager satisfaction
• You've helped shape the talent acquisition function's processes and playbooks based on what you've learned