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Did you know that our wahves fill all types of positions throughout the insurance industry including positions at carriers, retail brokers, wholesale brokers, and MGAs and across P&C and employee benefits.
Growing From the Inside Out
Did you know that according to the latest Job Seeker Nation Report, 45% of workers are actively looking for a new job, or planning to within the year? It’s not surprising, since half of all employees believe they can make more money if they switch jobs, and more than a third believe it’ll be easier to find a job this year versus last.
But here’s the kicker: 54% of these job seekers have not looked internally at their current company for a new position.
That number seems alarmingly high. It indicates to me that workers are not feeling much of a connection to their current employers, don’t see that their work is valued and/or don’t see any growth opportunities, which has repercussions up and down the line: After all, disengaged employees don’t do their best work, and high turnover has detrimental effects on both morale and the company bottom line. Meanwhile, I shudder to think about the industry experience and knowledge that gets lost with each resignation.
Now more than ever, we need to look inwards—at our people. The 2022 Job Seeker Nation Report found that only 37% of workers feel fairly paid. Are we compensating people appropriately for the value they bring to our organizations? Tellingly, nearly half of those surveyed were willing to accept a lower salary for the opportunity work remotely at least part of the time. Are we listening to our people’s preferences and accommodating them to the extent possible and reasonable? Are we putting the systems and processes in place to support these desired hybrid workplaces, which frankly, are the way of the future?
Meanwhile, 40% of workers are reporting high turnover and a resulting increasing in workloads, stress, and burnout. But the number of employers offering mental health counseling is at the lowest level in three years. Are we taking care of our people, checking in regularly during these unprecedented times and giving them resources for managing their physical and mental health? Perhaps most important, are we modeling this behavior ourselves and encouraging them to use these resources?
Nearly one out of every three new hires will leave in the first 90 days. It’s critical that we prioritize answering these questions ASAP, so each new hire can quickly recognize a culture of support and transparency from the get-go—before they have a chance to jump ship.
It’s incumbent on us as industry leaders to show our people that they matter, that we are listening to them, and that we want them to grow and succeed in their careers and lives. 
Let’s start this new year off with a focused push to prioritize our workers—and see what 2023 can bring.
Sharon Emek, PhD, CIC
CEO and President, Work At Home Vintage Experts
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It’s Time to Innovate Again
By all accounts, the COVID-19 pandemic put corporate innovation on hold.
Well, OK, that’s not exactly true. Many companies had to quickly adapt to a new normal and embrace changes to their workforces, environments, even products in some cases. And many of those adaptations have been remarkable and permanent.
But the strategic, long-term innovation engine that typically turns alongside businesses to create new opportunities and ways of thinking for the next five years and beyond pretty much ground to a halt.
It’s not surprising, since we were all grappling with the immediate challenges and hardships of pandemic life. One KPMG survey of corporate innovators found that 42% were still dealing with a significant or extreme impact on innovation strategy and investment in July 2021. We’ve been in survival mode.
But now we are just about three years in, and it’s time to put energy back in that innovation engine. We now have the time to take a breather, power up our creative minds, and put ourselves to work coming up with new and thoughtful solutions to the challenges of today—and tomorrow. And we have additional incentive to do so, as research from the University of Chicago Booth School of Business found investment in early-stage companies by venture capital firms is up—indicating that innovation is already starting to happen, whether we’re ready for it or not.
“As a company that has gotten this far, you should be thinking about the number of new business or growth ideas on your company’s agenda for the coming year,” writes Lindsey Lyman, clinical associate professor of entrepreneurship at Chicago Booth. “You need to consider how your customers’ needs, expectations, and behaviors have changed and how you can deliver new solutions. Then develop tangible plans to invest in and execute these new ideas.”
How are you prioritizing innovation in 2023? How are you considering how your customers’ needs have changed? Do you have plans and structures in place to support it? And how will you execute on the solutions you devise?
WAHVE (www.wahve.com) is a human capital company serving the insurance industry with two talent solutions – Work At Home Vintage Experts and Brainwahve. Work At Home Vintage Experts is a unique contract staffing talent solution that brings companies and pretiring professionals together across the country to meet their work needs. Brainwahve is an intuitive technology platform that qualifies candidates and manages the entire recruitment process to help companies recruit and retain the most qualified and diverse candidates.
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WAHVE in the news

Broker World | January 1, 2023

Insurance Journal On Point Podcast October 3, 2022

InsuranceNewNet Magazine | July 1, 2022

WAHVE is endorsed by over 32 professional associations.