A well-crafted insurance claims manager job description is your first, best tool for attracting top talent. It needs to do more than just list duties; it has to clearly outline responsibilities, define the skills you need, and sell the unique opportunity your company represents. For a startup or an insurtech firm, this is especially critical. You're not just hiring a manager—you're looking for a builder, an innovator, and a leader who can scale your claims operations from the ground up.

Crafting a Winning Job Description

It’s easy to get stuck staring at a blank page when you need to write a job post. Too many hiring managers fall back on generic templates that don't capture what makes their company and the role special. This is a huge missed opportunity, particularly for dynamic startups where a Claims Manager does much more than just oversee a team.

Your goal should be to write a posting that acts as both a filter and a magnet. It should effectively screen out candidates who don't have the right skills or cultural fit, while simultaneously pulling in experienced claims pros who are genuinely excited by the prospect of building modern insurance processes. This guide gives you a solid framework to move past the generic and get specific about the value your next Claims Manager will deliver.

Key Components of a Strong Job Post

A truly compelling job description rests on a few essential pillars. If you miss one, your posting might end up feeling vague and attract a flood of unqualified applicants. To make sure your insurance claims manager job description stands out, you'll want to include these four key parts.

Here is a quick reference table to ensure your job description includes all the essential elements needed to attract qualified candidates.

By building your job post around these core sections, you go beyond a simple list of duties and start telling a story about your company, your mission, and why this role matters.

“The work of adjusting insurance claims engages the public trust.”

This old industry saying gets right to the heart of the matter. The claims manager role is fundamentally about trust. Your job description should reflect this by highlighting integrity, a customer-first mindset, and a deep commitment to fair outcomes. It sets the tone for the kind of leader you’re looking for—someone who earns the trust of their team and your policyholders alike.

Defining Core Responsibilities and Daily Functions

When you're writing an insurance claims manager job description, you need to be crystal clear about the role's two main jobs: running the day-to-day operations smoothly and providing strategic leadership. At its heart, this person owns the entire claims process, from the moment a customer reports a loss all the way to the final payment and closing the file. The goal is to make sure every claim is handled quickly, correctly, and with genuine empathy.

In a startup or insurtech, this isn't about just keeping the lights on. It’s about building the entire claims function from the ground up. The manager you hire will be responsible for creating claims policies that can scale as the business grows. This means setting clear service standards, establishing adjuster authority limits, and making sure every single procedure meets state and federal regulations—which is non-negotiable for staying out of legal trouble.

Operational and Leadership Duties

A claims manager’s day is a constant blend of leading their team, planning for the future, and jumping in to solve tough problems. They are the final stop for any complex, high-value, or sensitive claims, so they need rock-solid policy knowledge and excellent negotiation skills to find a fair outcome for everyone.

Some of their core operational duties will include:

• Team Management: They’ll be hiring, training, and mentoring a team of claims adjusters and specialists. This means setting performance goals, doing regular reviews, and building a team culture that values both accountability and getting better every day.

• Performance Monitoring: The manager will live in the data, tracking key metrics like claim cycle times, customer satisfaction scores (CSAT), and claim accuracy. They use this information to spot any slowdowns or find opportunities to make the process better.

• Quality Assurance: This involves regularly auditing claim files to make sure they're up to snuff with both internal standards and regulatory rules. It's a critical step that protects the company from compliance risk and ensures customers get consistent service.

Insurtech-Specific Responsibilities

In an insurtech, a claims manager wears a technology hat, too. They’re tasked with building a modern claims operation, which brings a whole new set of responsibilities you won't always find at a legacy carrier. This is what makes the role so challenging but also incredibly rewarding.

An effective claims manager in a startup doesn't just manage claims; they build the machine that manages claims. They must be part process engineer, part technology scout, and part compliance expert, all while leading a team.

As fraud becomes more sophisticated, a modern claims manager must also be on top of implementing advanced AI fraud detection strategies to safeguard the company’s bottom line. This technical skill is a must-have for building a claims function that's both efficient and secure.

These more modern duties often include:

1. Driving Process Automation: Pinpointing repetitive, manual tasks in the claims workflow and bringing in automation to boost efficiency and cut down on human error.

2. Technology Integration: Sourcing, evaluating, and integrating new tech—like AI for damage assessment or automated customer messaging platforms—into the core claims system.

3. Building From Scratch: At an early-stage company, the claims manager is often the very first claims hire. In that case, they’re literally creating the entire department, from workflows and procedures to the technology stack.

Essential Skills for the Modern Claims Manager

When you're crafting an insurance claims manager job description, you need to be crystal clear about the skills that matter. It's not just about traditional insurance know-how anymore. The best candidates today have a sharp mix of tech-savviness, data literacy, and genuine people skills. This blend is what separates a decent manager from a truly great one, especially in a fast-moving insurtech.

Think of it as two sides of the same coin: you need the hard skills for operational discipline and the soft skills for real leadership. If your job description only focuses on one, you’ll get lopsided candidates—either tech wizards who can't lead or great communicators who don't understand the core business.

Core Technical Competencies

These are the foundational, non-negotiable skills. A claims manager needs them to run an efficient, compliant department from day one. In an insurtech environment, being comfortable with modern software isn't a bonus; it's a baseline requirement.

Look for these hard skills on a resume:

• Claims Management System (CMS) Proficiency: Candidates must have hands-on experience with modern claims platforms. Whether it's Guidewire, Duck Creek, or a newer cloud-based system, this is how the work gets done.

• Data Analysis and Reporting: A great manager doesn't just process claims; they analyze them. They need to be able to dig into claims data to spot trends, find bottlenecks, and track team performance with metrics like cycle time and claim severity.

• Deep Policy and Compliance Knowledge: This is fundamental. Your manager must have a rock-solid understanding of the specific insurance lines you handle (like P&C or Health) and the maze of state-level regulations. It's all about minimizing risk.

Must-Have Soft Skills for a Startup Environment

If technical skills are about what gets done, soft skills are about how it gets done. In a startup, where everything is fluid and collaboration is key, these qualities are often the best predictor of success. You're hiring a leader, not just a processor.

A great claims manager understands that their primary duty is to the public trust. This means every decision must be guided by integrity, fairness, and a deep sense of accountability to the policyholder.

This quote gets to the heart of it. Trust is everything, and that's built on soft skills. To find people ready to lead and build, make sure you highlight these abilities. You can also see how candidates frame these strengths by looking at top examples of skills for a resume.

• Adaptive Leadership: Can they mentor and motivate a team when priorities shift and things feel uncertain? This is startup life.

• Strategic Problem-Solving: We need someone who can see past the immediate fire and identify the root cause, then build a solution that scales.

• Negotiation and Conflict Resolution: Things get messy. A strong manager can handle disputes with policyholders, vendors, or third parties to find fair, cost-effective outcomes.

• Exceptional Communication: The ability to explain complex policy details or tough decisions with clarity and empathy is invaluable, whether talking to your team, the C-suite, or a customer.

Setting KPIs and Measuring Success

To really gauge how well a claims manager is performing, your insurance claims manager job description needs to spell out the Key Performance Indicators (KPIs) you'll be using. When you list these metrics, it sends a clear signal to candidates that your company is data-driven and knows exactly what success looks like in the role.

Ultimately, these KPIs should tie directly to your company's big-picture goals, whether that's earning customer loyalty, running a tighter ship operationally, or keeping costs in check.

Defining success isn't just about how many claims get closed. It's about the quality of the work and the experience your customers have. To get a true sense of a claims manager's impact, you have to track the right customer service performance indicators. These numbers give you a window into how policyholders feel about your service during a tough time, which is everything when it comes to retention and your brand's reputation.

Foundational Claims Management KPIs

Every insurance operation, regardless of size, relies on a handful of core metrics to keep an eye on the department's health and performance. These are the bedrock KPIs for any well-run claims function, and they should be mentioned in your job description.

• Claim Cycle Time: This is the average time it takes to get a claim from its first report all the way to a final resolution. A good benchmark for standard claims is under 30 days, though this can naturally flex for more complex cases.

• Loss Adjustment Expense (LAE) Ratio: This KPI measures how much it costs you to investigate and settle claims compared to the amount you actually pay out. A lower ratio points to a more efficient operation. Simple as that.

• Claim Accuracy and File Quality: You measure this through regular file audits. The goal is to make sure every claim is handled according to both regulatory rules and your own internal standards, with teams aiming for scores of 95% or higher.

Insurtech and Startup-Specific Metrics

In a startup or insurtech environment, you aren't just managing an existing process—you're often building it from the ground up. The KPIs you track must reflect that reality, with a heavy focus on innovation and finding new efficiencies.

Putting these forward-thinking metrics in your job description will attract candidates who get excited about building a modern claims operation. Tracking these areas also helps you run a more focused skills gap analysis for your team to figure out what training you might need down the line.

For an insurtech, success isn't just about closing claims faster. It’s about proving that technology can create a fundamentally better, more efficient, and more humane claims experience for everyone involved.

Think about adding these kinds of KPIs to your performance framework:

1. Technology Adoption Rate: How well is the team actually using the new tools you're implementing? This could be anything from AI-powered estimating software to automated customer communication platforms.

2. Efficiency Gains from Automation: This measures the real-world impact of your tech. You're looking for a measurable drop in manual hours or fewer steps in a process thanks to new automated workflows. A great goal could be a 20% reduction in manual data entry within the first six months.

3. Fraud Detection Effectiveness: Here, you're tracking the percentage of fraudulent claims caught by your new systems versus the old way of doing things. This KPI is perfect for showing a clear ROI on your tech investments.

Understanding Claims Manager Salary and Compensation

Figuring out what to pay a claims manager is one of the most critical steps in hiring. Get it right, and you'll attract top talent; get it wrong, and your best candidates will walk. You can't just pull a number out of thin air. Your offer needs to be grounded in reality—reflecting the market, the candidate's actual experience, and the specific value they'll bring to your team.

A claims manager's salary isn't a one-size-fits-all number. Several key factors come into play, like their years in the trenches, where your company is located, your startup's funding stage, and the kinds of claims they'll be handling. Managing high-stakes commercial property claims is a different ballgame than dealing with standard auto claims, and compensation should reflect that. Thinking through these variables helps you build an offer that's both compelling for the candidate and sustainable for your business.

National Salary Benchmarks

Before you can craft a competitive offer, you need to know what the market is actually paying. As of early 2026, experienced claims managers are in high demand, and their salaries reflect their importance. Based on current labor market data, the average annual salary for an insurance claims manager lands at about $97,929. That firmly places the role in a competitive mid-management tier.

But averages only tell you so much. The reality is that the salary range for claims managers is pretty wide, with plenty of room for growth depending on skill, location, and experience.

• The 25th percentile comes in around $68,000. This is typical for managers who are just starting out or working in areas with a lower cost of living.

• The 75th percentile pushes closer to $105,000, representing seasoned pros with a solid track record of success.

• Top performers in the 90th percentile can command salaries upwards of $123,500 a year, especially if they're in hot markets or managing highly complex claims.

That huge spread shows just how much things can vary. For a closer look at the data, you can discover more insights about insurance manager salaries on ZipRecruiter.com.

How Startups Can Compete on Compensation

If you're a startup or insurtech, you might be worried about going head-to-head with the massive budgets of established insurance carriers. And that's a valid concern. The good news is, you don't always have to win on base salary alone. You can create a powerful total compensation package that speaks to what ambitious professionals really want. For a deeper dive into this topic, you can learn more about salary benchmarking in our detailed guide.

For a startup, the offer isn't just a salary; it's an invitation to build. Equity, impact, and growth are powerful currencies that can often outweigh a slightly higher base salary from a legacy competitor.

Think beyond the paycheck and build a multi-layered offer. Here's how:

1. Meaningful Equity: Give them a real piece of the pie. Stock options make them an owner, not just an employee, aligning their goals with the company's long-term success.

2. Significant Growth Opportunities: Don't just offer a job; offer a career path. Frame the role as a stepping stone to "Head of Claims" or "VP of Claims." The opportunity to build a department from scratch is a massive selling point.

3. Flexibility and Autonomy: This is a startup superpower. Offer remote work, flexible hours, and the chance to get things done without the bureaucratic red tape of a corporate giant. That kind of freedom is a benefit you can't put a price tag on.

How Geographic Location Impacts Hiring Budgets

When you're figuring out the budget for a new Insurance Claims Manager, don't forget one of the biggest factors: location, location, location. The salary you'll need to offer isn't a single, fixed number across the board. It can swing wildly depending on the local cost of living and how many other companies are vying for the same talent.

Deciding whether to set up a physical office in a major hub or go with a remote team can completely change your financial outlook.

Comparing High and Mid-Tier Markets

It’s no surprise that major tech hubs and big cities come with the biggest price tags. Think of it as simple supply and demand. In a city packed with insurance carriers and a booming tech scene, you’re in a bidding war for top-tier claims managers. A higher salary isn't just a perk; it's often what it takes to even get a candidate's attention.

The salary gaps between major U.S. cities are pretty stark, and this directly affects how much you'll spend on hiring. Knowing these differences is key to building a realistic budget and deciding where to focus your search.

Recent salary data paints a clear picture. For instance, San Jose, California, is at the top of the list with an average annual salary of $143,392—that's almost 97% higher than the national average. You can dig into more city-specific numbers and see how your area stacks up by checking out the full salary analysis on ZipRecruiter.com.

A critical choice for any growing insurtech is whether to pay the premium for talent in a tier-one city or to build a distributed claims team. Accessing skilled professionals in more affordable markets can be a game-changer. The right move really depends on your budget and how you want to operate.

Top 5 Paying Cities for Insurance Claims Managers in 2026

The following table highlights the cities with the highest average annual salaries for this role, demonstrating the significant regional pay differences you can expect.

As you can see, California's tech hubs dominate the top spots, demanding premium compensation. This data really underscores why many startups are exploring remote or hybrid models to find a better balance between accessing top talent and managing costs.

Even cities you might consider mid-tier, like Arlington, Virginia ($101,081) and Washington D.C. ($100,741), offer very competitive salaries. This is often due to a high concentration of government agencies and established insurance companies. However, these secondary markets can offer a great mix of experienced professionals without the extreme cost pressures you'd find in Silicon Valley, making them smart choices for setting up a claims operation without burning through cash too quickly.

Ready-to-Use Job Description Template and Examples

So, you're ready to write the job post. The key is to create something that gets past the Applicant Tracking Systems (ATS) but also reads like a human wrote it—because your ideal candidate is human, after all.

I've put together a customizable, ATS-friendly template specifically for an Insurance Claims Manager role at a startup or insurtech. Think of it as a framework to help you clearly communicate what makes your opportunity different and why a top-tier candidate should be excited to join you. It's all about crafting a compelling insurance claims manager job description that speaks directly to the right people.

Customizable Job Description Template

Here’s a template you can grab and use. Just fill in the bracketed details with your company’s information.

Job Title: Insurance Claims Manager Location: [City, State or Remote] Company: [Your Company Name]

About Us [Give a quick, authentic snapshot of your company's mission. What problem are you passionate about solving? What's your culture really like? Keep it brief and genuine.]

The Role We’re looking for an experienced and hands-on Insurance Claims Manager to build our claims department from the ground up. You’ll be in the driver's seat, responsible for creating scalable processes, building and leading a team of adjusters, and making sure our customers have a claims experience that is fair, fast, and surprisingly positive. This is a foundational role, meaning you’ll have a massive impact on how we handle claims for years to come.

Core Responsibilities

• Design, build, and manage all our claims handling procedures, ensuring everything is compliant and runs smoothly.

• Find, hire, and develop a fantastic team of claims professionals. You'll set the tone for a culture of ownership and getting better every day.

• Act as the final decision-maker for complex, high-value, or disputed claims, bringing your expertise to find a resolution.

• Dig into claims data to spot trends, track key performance indicators (KPIs), and figure out how we can improve our processes.

• Work closely with our product and engineering folks to build technology that makes our workflows smarter and our customer experience better.

Skills and Qualifications

• 5+ years of experience managing claims, ideally in [Your specific line, e.g., P&C, Health].

• A proven history of successfully leading and growing a claims team.

• Expert-level knowledge of claims regulations and compliance standards in [Relevant states/regions].

• Comfortable using modern claims management software (like Guidewire, Duck Creek, or similar systems).

• Strong analytical skills—you love using data to back up your decisions.

• [Add any other must-haves, e.g., active Adjuster's License in specific states].

Why Join Us?

• [List 2-3 of your best perks. Think meaningful equity, real growth opportunities, flexible remote work, or the chance to build something from scratch.]

When it comes to compensation, geography plays a huge role in setting expectations. This chart gives you a quick look at how much salaries can vary.

As you can see, there’s a significant premium for talent in major tech hubs like San Jose compared to other markets. This is a critical factor for your budget. But remember, as a startup, you can often compete with more than just salary—a strong mission, a great culture, and meaningful equity can make all the difference.

Interview Questions to Identify Top Talent

You’ve posted your insurance claims manager job description, and the applications are rolling in. Now comes the real work: finding the one person who can truly lead your claims team. The resume gives you the highlights, but the interview is where you uncover their real-world skills, leadership instincts, and whether they'll thrive in your startup's environment. The best way to get a full picture is to use a mix of questions.

A structured interview is key to comparing candidates apples-to-apples. You'll want to blend behavioral questions (what did you do?) with situational ones (what would you do?). Sprinkle in a few technical questions, and you’ll have a solid understanding of who you’re talking to.

Behavioral and Leadership Questions

These questions are all about storytelling. You're asking candidates to pull from their own experience to show you, not just tell you, how they operate. A good answer isn't theoretical; it’s a specific example, often following the STAR method (Situation, Task, Action, Result), that proves they can lead and solve problems.

• "Describe a time you handled a complex, high-value claim with multiple stakeholders. What was your process, and what was the outcome?"

  • What to look for: You want to hear about a methodical approach. A great candidate will talk about how they managed expectations with everyone from anxious policyholders to legal teams. Their story should show they can stay cool and collected when the pressure is on.

• "Tell me about a time you had to mentor a struggling claims adjuster. What steps did you take, and how did their performance improve?"

  • What to look for: This one gets to the heart of their leadership style. Are they a patient coach? Do they give concrete advice and track progress? Look for someone who measures their own success by the improvement they see in their team members' metrics.

Situational and Strategic Questions

In a startup, you’re not just filling a role; you’re hiring a builder. Situational questions are designed to test a candidate's ability to think on their feet and create something from the ground up.

The right claims manager for a startup doesn’t just follow a playbook—they write it. Their answers should show a bias for action, a comfort with ambiguity, and a clear vision for building scalable, tech-forward claims operations.

• "Imagine you are our first claims hire. How would you build our claims process from scratch in the first 90 days?"

  • What to look for: A top-tier candidate won't just give you a vague idea. They’ll lay out a clear, phased plan that touches on setting up compliance, choosing the right tech, defining KPIs, and writing the first draft of the claims handling guidelines.

• "You've noticed our claim cycle time has increased by 15% over the last quarter. How would you diagnose the problem and what actions would you take?"

  • What to look for: This is a test of their analytical mind. A strong candidate won't jump to conclusions. They'll talk about digging into the data to find the real bottlenecks, reviewing the team's workflow, and then proposing solutions backed by that data.

Technical and Compliance Questions

Finally, you have to make sure they know their stuff. These questions are a quick and easy way to confirm they have the fundamental expertise in claims software and regulations that the job demands.

1. "Which claims management systems have you used? Can you describe the pros and cons of one you know well?"

   • What to look for: This tells you how comfortable they are with modern tools like Guidewire ClaimCenter or Duck Creek Claims. Their answer should reveal whether they see technology as a tool for efficiency or just another box to check.

2. "A new state regulation requires insurers to provide a detailed written estimate to the policyholder within seven days of inspection. How would you ensure your team complies?"

   • What to look for: This tests their real-world grasp of the regulatory landscape. You’re listening for a practical plan that includes training the team, updating processes, and putting some kind of audit or QA check in place to make sure it gets done right every time.

Frequently Asked Questions About Hiring a Claims Manager

When you're building a team, especially in a specialized area like insurance, questions are bound to pop up. Writing a solid insurance claims manager job description is the first step, but what comes next? Here, we'll walk through some of the most common questions founders and hiring managers have, giving you the clarity to hire with confidence.

Finding the right claims leader is a big deal, especially for an insurtech. This person doesn't just manage claims; they define the experience for your customers and shape the product itself. Let's make sure you find a candidate who's ready to build with you.

What Is the Difference Between a Startup and a Traditional Claims Manager?

The two roles couldn't be more different. Think of a claims manager at a big, traditional insurer as an overseer. Their job is to manage established teams and processes within a massive, well-defined machine. They follow a playbook that's been in place for years, sometimes decades.

Now, a claims manager at a startup? They're a builder. From day one, they’re creating the systems, picking the technology, and often juggling roles that stretch from operations to strategy. They have to be incredibly adaptable and thrive in ambiguity because they are literally defining the company's entire claims philosophy and customer experience. That's a level of influence you just don't get at a large carrier.

The startup claims manager doesn't just manage the claims process; they are its primary architect. They have to be part process engineer, part tech scout, and part compliance expert—all while leading a team.

When Should Our Insurtech Hire Its First Claims Manager?

The short answer: hire them just before you expect your first claim to come in. Getting your claims manager on board early is a game-changer. It gives them the runway to set up the foundational procedures, lock down regulatory compliance from the get-go, and choose the right tech stack for the job.

If you wait too long, you're setting yourself up for chaos. You risk messy workflows, major compliance headaches, and a poor customer experience that will be incredibly expensive and difficult to unwind later. An early hire lays the groundwork for a claims operation that can actually scale.

How Can We Attract Top Talent Without a Big Corporate Salary?

While you might not be able to match a massive corporate salary, you can absolutely compete for top talent by building a package that’s more compelling overall. You’re not just selling a job; you’re selling an opportunity.

Here’s where you can really shine:

• Offer Meaningful Equity: Give them a real piece of the company. Ownership does more than just offer a potential financial upside; it aligns their success directly with yours and makes them a true partner in the venture.

• Emphasize Impact and Growth: Make it clear that this isn't a cog-in-the-wheel job. This is a chance to build a department from scratch and have a real strategic voice. A title like "Head of Claims" can also signal the seniority and influence that comes with the role.

• Promote a Modern Work Environment: Ditch the corporate red tape. Offer genuine flexibility, like remote work, and talk up the fast-paced, innovative culture. For many sharp professionals, the chance to escape the bureaucracy of a large insurer is a huge selling point.

Tired of sifting through endless, unqualified resumes? Job Compass delivers a shortlist of 1-3 perfectly matched, pre-vetted candidates for your claims manager role in just 48 hours. We combine AI-powered sourcing with expert human screening to find builders who are ready to make an impact. Find your next great hire faster.