How to hire a pricing actuary

How to hire a pricing actuary, step by step

Here's a step-by-step pricing actuary hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a pricing actuary job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new pricing actuary
• Step 8: Go through the hiring process checklist

What does a pricing actuary do?

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1. Identify your hiring needs

   The pricing actuary hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect pricing actuary also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents pricing actuary salaries for various positions.

   Type of Pricing Actuary	Description	Hourly rate
   Pricing Actuary	Actuaries analyze the financial costs of risk and uncertainty. They use mathematics, statistics, and financial theory to assess the risk that an event will occur, and they help businesses and clients develop policies that minimize the cost of that risk... Show more	$14-63
   Actuarial Internship	The job of actuarial interns involves the roles of graduate actuaries featuring the challenges of a full-time actuary. Interns are given opportunities to work on projects from the offices of the firm or client... Show more	$27-66
   Actuarial Consultant	An actuarial consultant is a financial professional who is responsible for advising clients on investments, insurance, and pension-related decisions using a variety of measurements. Actuarial consultants must apply an extensive use of statistics and large amounts of data to formulate a plan that is best suited to clients... Show more	$29-64

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Product Development
   • Annuities
   • Level Changes
   • Auto Liability
   • Loss Ratio

   Responsibilities:

   • Project manage large work streams incorporating data and technology to support all business analytics used across the organization.
   • Support the sales team in conducting profitability analysis, analyzing options and developing customer ROI analyses
   • Manipulate select and ultimate mortality table to database formate by using VBA and producingexpect Motality base under best estimate assumption.
   • Administer payroll, conduct accounts reconciliations, and track all A/R and A/P.

3. Make a budget

   Including a salary range in your pricing actuary job description is a great way to entice the best and brightest candidates. A pricing actuary salary can vary based on several factors:

   • Location. For example, pricing actuaries' average salary in montana is 56% less than in new york.
   • Seniority. Entry-level pricing actuaries earn 77% less than senior-level pricing actuaries.
   • Certifications. A pricing actuary with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a pricing actuary's salary.

   Average pricing actuary salary

   $65,091yearly

   $31.29 hourly rate

   ---

   Entry-level pricing actuary salary

   $31,000 yearly salary

   Updated December 21, 2025

   Average pricing actuary salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$95,897	$46
   2	California	$85,731	$41
   3	Massachusetts	$83,918	$40
   4	Connecticut	$83,036	$40
   5	Virginia	$79,823	$38
   6	Missouri	$75,669	$36
   7	Wisconsin	$75,411	$36
   8	Washington	$72,603	$35
   9	Florida	$68,859	$33
   10	Texas	$67,568	$32
   11	Pennsylvania	$67,413	$32
   12	Georgia	$65,708	$32
   13	Iowa	$62,600	$30
   14	Illinois	$62,181	$30
   15	Arizona	$62,117	$30
   16	Ohio	$59,356	$29
   17	Colorado	$56,406	$27
   18	Minnesota	$55,044	$26
   19	Kansas	$54,711	$26
   20	Nebraska	$53,315	$26

   Average pricing actuary salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	AIG	$124,582	$59.90	36
   2	W. R. Berkley	$120,119	$57.75	8
   3	Voya Financial	$118,420	$56.93
   4	Genworth	$115,822	$55.68	2
   5	MetLife	$114,036	$54.83	17
   6	MassMutual	$110,649	$53.20	3
   7	John Hancock	$109,290	$52.54
   8	The Hartford	$105,250	$50.60	21
   9	CUNA Mutual Group	$104,842	$50.40
   10	Pacific Mutual Holding	$102,146	$49.11
   11	American Family Insurance	$101,773	$48.93
   12	American Agricultural Insurance Company	$99,263	$47.72
   13	Gravie	$98,575	$47.39	3
   14	Odyssey Group	$95,628	$45.98
   15	BERKLEY TECHNOLOGY SERVICES	$95,568	$45.95	14
   16	Liberty Mutual Insurance	$95,290	$45.81	30
   17	Zurich	$94,430	$45.40	3
   18	Argo Group	$91,757	$44.11	12
   19	Odyssey Re	$91,366	$43.93
   20	Reinsurance Group of America	$83,571	$40.18	20

4. Writing a pricing actuary job description

   A pricing actuary job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a pricing actuary job description:

   Pricing actuary job description example

   You are a driven and motivated problem solver ready to pursue meaningful work. You strive to make an impact every day & not only at work, but in your personal life and community too. If that sounds like you, then you've landed in the right place.
   
   ** Please note, candidates pursuing exams as well as those not pursuing exams will be considered for this role. This role can be part of our Actuarial Student Program for an individual meeting requirements for entry into the program. **
   
   This individual will be part of a team responsible for understanding and analyzing the performance of the Personal Lines Homeowners class plans, using this information to price and plan for the future, and advancing monitoring to stay on top of leading indicators that may impact pricing and reserving work. The future of rate indications relies on advanced modeling techniques providing opportunity to work with modeled indications and ensure adoption of new tools. This role will provide strong partnership opportunities within the Pricing & Reserving functions as well as with Product, State Pricing, Data Science and our Claims partners.
   Major responsibilities include:
   Pricing support for PL Home rate indications that project rate needed to achieve a 15% return on equity. Underlying analyses leverage internal and external data sources and include loss development factors, loss and premium trend projections, understanding current and future expense ratios, etc.Additional support for Trend analysis to inform business decisions across multiple teams within Personal Lines.Understanding of modeling done by ERM for CATs and Risk and Profitability for BMP to use results in indications work noted above.Participate in the Loss Ratio Projection analysis projecting future loss ratios and highlighting risks and future profit opportunities.Develop and analyze internal and external monitoring reports serving as leading indicators to possible changes in rate indications and loss ratio projections.For the above work, present findings and recommendations to teammates and business partners to guide future decisions.Support the Auto team on an add needed basis to broaden knowledge across multiple lines of business
   
   Experience & Skills
   Near or recent ACAS to near or recent FCAS. Will consider this role as part of our actuarial student program for a qualified candidate meeting requirements for entry into the program.Minimum 3 - 5+ years' experience in insurance or related industry. Pricing and or ratemaking experience preferred. High proficiency in Microsoft Excel. Experience with SQL, SAS and Visual Basic desired and experience with R and/or Python a plus.Proven technical, analytical and interpersonal skills, including written verbal skills. Database / Programming skills highly desirable.Ability to take the initiative and solve problems creatively. Teamwork skills including ability to effectively collaborate with and influence individuals at different organizational levels.
   
   Note this can be a full time work from home opportunity.
   
   Compensation
   The listed annualized base pay range is primarily based on analysis of similar positions in the external market. Actual base pay could vary and may be above or below the listed range based on factors including but not limited to performance, proficiency and demonstration of competencies required for the role. The base pay is just one component of The Hartford's total compensation package for employees. Other rewards may include short-term or annual bonuses, long-term incentives, and on-the-spot recognition. The annualized base pay range for this role is:
   
   $96,240 - $144,360
   
   Equal Opportunity Employer/Females/Minorities/Veterans/Disability/Sexual Orientation/Gender Identity or Expression/Religion/Age
   
   About Us | Culture & Employee Insights | Diversity, Equity and Inclusion | Benefits
   
   AD & Actuarial Associate - AS07AE
   ---
   
   Skills:

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right pricing actuary for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your pricing actuary job on Zippia to find and recruit pricing actuary candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with pricing actuary candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   If your interviews with pricing actuary applicants aren't enough to make a decision, you should also consider including a test project. These are often the best, most straightforward, and least bias-prone ways of determining who will likely succeed in the role. If you don't know how to design an appropriate test, you can ask someone else on the team to create it or take a look at these websites to get a few ideas:

   • TestDome
   • CodeSignal
   • Testlify
   • BarRaiser
   • Coderbyte

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new pricing actuary

   Once you've found the pricing actuary candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new pricing actuary. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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