Hire Your First Insurance Team Beyond Borders Without the Risk
The world’s best insurance teams aren’t remote—they’re responsible.
Most agencies want to scale. Few know how to do it responsibly.
The truth? Building global capacity doesn’t mean handing off control or gambling on offshore outsourcing.
Too many agencies delay building global capacity because they think it’s an all-or-nothing commitment. It’s not.
George Petersen Insurance proved it.
They didn’t overhaul their operations or roll the dice on an unknown vendor — they ran a focused 30-day pilot with Edge: one function, one goal. It worked so well that it
grew into a fully staffed backend team managing certificates and renewals.
You don’t need a 12-month roadmap. You need a 30-day proof of concept that pays for itself.
Step 1 — Start where the bottlenecks live
If your licensed staff are buried in admin, you already know where to begin
Look for high-volume, measurable functions that slow your producers down and don’t require licensure:
- Certificates and renewals
- Data cleanup or post-acquisition audits
- Personal lines support or policy checking
These are the perfect pilot roles. They’re repetitive enough to train easily, and their impact is simple to measure.
The goal isn’t to move work offshore. It’s to reclaim your local team’s time for clients and growth.
Step 2 — Define success before you hire
If you can’t measure it, you can’t prove it.
Before bringing on your first Edge professionals, decide what success will look like in 30 days:
- Cut certificate turnaround time by 40%
- Hit 95% accuracy on data entry or audits
- Free up one licensed employee for client-facing work
Keep it to three KPIs. Review weekly. Make progress visible and actionable.
Step 3 — Don’t outsource. Partner
Agency leaders often ask: How do I stay in control?
The answer: through ownership, not outsourcing.
With Edge, you’re not contracting tasks — you’re building dedicated, trained professionals who become a true extension of your team.
“The thing that made Edge stand out the most for me was that the people we worked with were specifically for our agency.” — Kathy Heglin, Commercial Lines Service Manager, George Petersen Insurance
That’s the difference between a vendor and a partner. Edge talent work from secure Edge Campuses, trained on your systems and processes — combining scale with accountability.
Step 4 — Hire like it matters (because it does)
Every Edge candidate is pre-vetted for insurance expertise, but the final choice always belongs to you.
George Petersen’s hiring managers found the process refreshingly easy:
“The interview process with Edge is kind of fun… we have a hard time deciding which candidate to pick because all of them are so good.” — Kathy Heglin, Commercial Lines Service Manager, George Petersen Insurance
Ask scenario-based questions, test system fluency, and trust your instincts. When every option is qualified, you get to focus on fit, not risk mitigation.
Step 5 — Onboard fast, measure faster
Speed matters — but predictability matters more.
Treat Edge professionals like any new hire, with clear documentation and structure:
- System access and quick context
- Daily standups for the first week
- Defined output and accuracy checkpoints
“When the Edge talent starts working in EPIC, there’s very little we have to show them.” — Kathy Heglin, Commercial Lines Service Manager, George Petersen Insurance
Pre-training and system familiarity meant George Petersen’s team hit productivity benchmarks faster than local hires — and without the onboarding drag.
Step 6 — Review, report, and scale what works
After 30 days, gather your leadership team and ask:
- Did the KPIs move?
- Was communication smooth?
- Did your local team gain capacity?
If yes, expand. That’s exactly what George Petersen did after their pilot.
The results:
- 51% faster recruiting cycles
- Fully staffed certificate unit for the first time
- Noticeable morale improvement across local teams
What real ROI looks like
Efficiency is one side of the equation. Retention and balance are the other.
“If we had not partnered with Edge, our staff would still be overworked… not providing that good work-life balance we want for our staff.” — Kathy Heglin, Commercial Lines Service Manager, George Petersen Insurance
That’s the true value of a Flexible Workforce: people who feel supported on both sides of the world.
Edge helps agencies scale responsibly—faster, safer, and with teams built to last.
