Actuaries Navigate the Hybrid Work Shift

Working in a hybrid work model has become a defining characteristic for many actuaries. In 2025, as reports show, many large insurers in the United States will have implemented policies requiring employees, including actuaries, to work from the office 2–3 days per week as part of their hybrid work arrangements.

As the hybrid model is being fine-tuned based on employee feedback and business needs, actuaries have unique opportunities and challenges that shape their productivity, career growth and work-life balance.

Hybrid work: The survey says…

A survey conducted by recruitment specialists Sellick Partnership identified six findings that underscore the evolving work preferences within the actuarial field and highlighted areas that may require attention to optimize the hybrid work experience:

1. More than half (54%) favor a hybrid work model.
2. Over one-third (36%) prefer working entirely from home.
3. Just 9% favor full-time office work.
4. A majority (65%) believe that hybrid working has a negative impact on the integration and training of new staff (majority of respondents were new hires).
5. More than a quarter (28%) have observed a decline in their development of soft skills, such as communication and interpersonal abilities, due to reduced face-to-face interaction in a hybrid work setting.
6. More than half (51%) feel more productive working from home.

Figure 1: Work preferences

Source: Sellick Partnership survey

Further, many actuaries reported higher productivity when working remotely due to fewer office distractions and better control over their work environment. In-office days are optimized for cross-functional meetings, brainstorming sessions and collaborative model reviews. The use of cloud-based actuarial software (such as Prophet, AXIS and R) enables seamless workflow regardless of location.

The balancing act of collaboration

In my experience, many senior actuaries believe face-to-face interactions are essential for explaining complex risk models to nontechnical stakeholders. It’s key for actuaries in consulting roles to maintain client relationships, where in-person meetings are vital for high-stakes negotiations and regulatory discussions. Networking has shifted, with actuaries attending virtual industry events, online actuarial meetups and digital forums to maintain connections.

The future of actuarial recruitment

Hybrid policies have become a major differentiator in attracting actuarial talent, with actuarial job postings increasingly highlighting flexible work arrangements to stay competitive. In the pre-hybrid era, actuarial roles were often location-dependent, with major employers concentrated in insurance hubs like New York, Chicago and Hartford. Now, hybrid work allows firms to recruit actuarial talent from a broader geographic range, reducing the need for relocation. Smaller insurance companies and consulting firms can now compete for top actuarial talent without requiring a physical presence in major cities.

Optimizing schedules for maximum Impact

As part of an organization that is currently allowing some work-from-home days each week, one piece of advice I have given to my team is to schedule in-office days when critical projects require collaboration. This allows us to avoid excessive virtual follow-ups. During the days where most are remote, we dedicate ourselves to deep-focused work such as data analysis, modeling, coding and exam study. During in-office days, we prioritize activities requiring team discussions, stakeholder meetings and mentorship.

Strategically balancing remote deep work with in-office collaboration will enable us, ideally, to thrive in a hybrid model. Maintaining visibility with leadership, automating routine tasks, and proactively networking could certainly help maximize productivity and career growth.

Statements of fact and opinions expressed herein are those of the individual authors and are not necessarily those of the Society of Actuaries or the respective authors’ employers.

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