Insurance companies are busy with spring recruitment; demand for AI and healthcare talent is increasing.

Reporter Yang Xiaohan

As the “Golden Three, Silver Four” hiring season approaches, multiple insurance companies—including China Life, China Ping An, New China Life, Taikang Insurance, Sunlight Insurance, and Allianz China—have released spring 2026 recruitment information in quick succession. Judging by the job requirements, demand for technology talents such as AI (artificial intelligence), big data, and technical development has risen significantly, as has demand for talents in medical care and elderly care.

For example, China Ping An Group said it will work with more than 10 of its member companies to recruit over 3,000 campus positions for students from universities worldwide and 1,500 internship positions. In addition to financial roles, it will also open up a large number of positions in technology, medical care, elderly care, and other areas. China Life Group said it will open recruitment for more than ten categories of roles, including management trainees, financial technology, legal and risk management, and medical and health.

From the perspective of professional needs, this year insurance companies have shown particularly strong attention to technology talents such as artificial intelligence, digital R&D, and applications. For instance, China Ping An Life Insurance’s recruitment this time offers more than 3,000 sub-positions, with technology-related roles, an agricultural insurance special segment, and inclusive finance-related positions accounting for over 50%. It has added cutting-edge positions such as artificial intelligence development and data security offense-and-defense. Sunlight Insurance Group’s technology line has opened roles such as the AI intelligent computing group, recruiting talents in areas including algorithm, large-model architecture, and big data development. Taikang Insurance Group has set up technology-related roles at both Taikang Life and Taikang Online under the group, recruiting talents in system R&D, AI application engineering, and data analysis.

Beyond technology talents, insurance companies this year have also clearly increased efforts to bring in talent in medical and health, elderly-care rehabilitation, and other fields. For example, at the 2026 spring campus global recruitment launch meeting, China Ping An said it will continue to step up talent recruitment in areas such as technology R&D and medical elderly care, opening up technology, medical, and elderly-care positions such as artificial intelligence, big data, algorithm engineering, basic medicine, clinical medicine, and health management. Positions in these areas account for nearly 30%.

Fu Xin, executive director, vice president, and chief financial officer of China Ping An, said, “Ping An has always adhered to long-termism, advancing the ‘dual-wheel drive’ of comprehensive finance plus medical elderly care, and a technology-driven strategy in parallel.”

Yang Fan, general manager of Beijing Paipaiwang Insurance Brokerage Co., Ltd., told Securities Daily reporter that the hiring demand of insurance companies in this spring’s recruitment season shows characteristics of “improving quality while reducing headcount” and “refined management.” The recruitment focus has shifted from “mass hiring” to identifying high-quality, interdisciplinary professional talent. In particular, it has increased efforts to recruit talent in subfields such as care-and-nursing care management, actuarial pricing and risk control, and digital operations.

In Yang Fan’s view, this change profoundly reflects that insurance companies are accelerating the shift away from a crude growth model in strategic development, and instead delving into a high-quality development path. This not only makes them more focused on the professionalization and differentiation of product and service capabilities, but also demonstrates the industry’s resolve to deeply transform toward a customer-demand-centered approach and to enhance core service capabilities.

The shift in insurance companies’ recruitment needs for talent indirectly reflects industry development trends and the direction of insurance companies’ strategic transformation—that is, two major transformation directions: digital intelligence (數智化) and ecosystem-based transformation (生态化).

Zhou Jin, partner for financial services consulting at Tianzhi International, analyzed that in the context of the industry’s digital intelligence transformation, companies’ business philosophies, operating models, and cost structures all need to be adjusted, so talent demand is increasingly reflected in areas such as AI, big data, and intelligent risk control. At the same time, ecosystem-based transformation is driven by the insurance industry’s need for a “products + services” competitive model, and it is also the strategy of leading insurers to pursue differentiated operations through care-and-nursing ecosystems. By accelerating the introduction of talent in the medical and health sector, insurers can improve their own ecological capabilities in the big health arena, thereby providing health management and risk protection services across the full lifecycle.

Meanwhile, during the process of digital intelligence transformation in the insurance industry, deep integration of artificial intelligence has become one of the main directions where insurers are aiming to strengthen their efforts. For example, in its 2025 annual report recently released, China Life mentioned that it proactively aligned with the national “AI+” action deployment and built an AI capability system in an all-round manner, covering every link in the company’s operation and management. Allianz China’s 2025 annual report stated that the company deepened its “OneAI” strategic layout, continued to increase R&D investment, and built a comprehensive AI technology system covering the underlying architecture, core capabilities, and business applications.

“Digitalization, intelligentization, and the deep application of artificial intelligence are reshaping the underlying logic and value chain of the insurance industry,” Yang Fan said. Enabling technology will break the time-and-space limitations of traditional services, significantly improving pricing accuracy and underwriting and claims efficiency, and facilitating precise matching of supply and demand. This will prompt insurance institutions to transition from traditional risk bearers into risk-reduction managers and comprehensive service providers, driving the industry’s ecosystem toward intelligentization and comprehensive development.

Looking ahead, Yang Fan said that in the future, competition in the insurance industry will focus on the professional density of talent and the depth of service. Talent demand will strictly follow the development trend of “specialization, interdisciplinary competence, and elite-level talent.” This will be reflected in the integrated demand for talents with cross-domain knowledge structures such as insurance, law, care-and-nursing, and digital literacy.

(Editor: Qian Xiaorui)

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