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Chris Potter
Most of us have had that passing thought: “Is this still the right job for me?”
It’s more common than you might think — and in many cases, it’s a healthy sign that your priorities or ambitions are evolving.
At Cavendish Maine, we speak to mid and senior-level professionals every day who are at this very crossroads. Some are actively looking for a new opportunity, while others are simply beginning to question whether their current role still aligns with their goals, values, or lifestyle.
If you’ve found yourself wondering whether it’s time for a change, here are five clear signs that it might be worth exploring what else is out there.
1. You're No Longer Growing
Feeling stagnant at work is one of the most common reasons professionals consider a move — and it’s not always down to lack of effort or ambition.
Often, internal progression opportunities are limited by structure, timing, or business priorities. But if your learning has plateaued, your skill set is underused, or you’re no longer being stretched, it’s worth asking whether staying put is still serving you.
2. You’re Clock-Watching More Than Usual
Everyone looks forward to the end of the day sometimes — but if you’re regularly counting the minutes until you can log off, it might be a deeper sign of disengagement.
When you started, chances are you had energy, ideas, and motivation. If that drive has faded and hasn’t returned over time, it may be a cue to re-evaluate whether your role still excites or fulfils you.
3. You’re Not Being Challenged
Some professionals enjoy routine and predictability. Others thrive on variety, complexity, and challenge. If you fall into the latter group and your current role has become repetitive or uninspiring, it may no longer be the right fit.
A more dynamic position — one that offers variety, responsibility, and visible impact — might better align with your ambitions.
4. You Feel Undervalued
Being overlooked for promotion, not receiving recognition for your contributions, or feeling like your ideas go unheard can all erode motivation.
Equally, if you no longer feel connected to your colleagues or part of the team, it may be time to seek an environment where your presence and input are truly valued.
5. You’ve Lost Your Passion
You don’t need to feel inspired every day — but if you’ve lost the spark completely, that matters. Whether it’s pride in your work, belief in your company’s mission, or satisfaction from achieving results, passion can take many forms.
If you no longer care about the outcome of your work or don’t feel invested in your team’s success, exploring a new opportunity might be the fresh start you need.
What next?
At Cavendish Maine, we take a long-term, consultative approach to working with candidates. Whether you're actively ready for a move or simply open to hearing what’s out there, we’re here to help you navigate your next step with clarity and confidence.
We work with a wide network of insurance employers across the UK — many of whom brief us on roles before they ever hit the open market.
If you’d like to talk discreetly about your career goals, benchmark your salary, or simply understand what types of roles might be available, we’d be happy to have a conversation.
Get in touch for a confidential discussion — or explore some of our latest insurance opportunities on our website: www.cavendishmaine.com
The value of diversity, equity, and inclusion (DE&I) in the workplace cannot be overstated. Insurance organisations that commit to building inclusive cultures and embracing diverse perspectives are not only more resilient — they’re also better positioned to innovate, evolve, and lead in a highly competitive market.
At Cavendish Maine, we understand how essential DE&I is to building high-performing, future-fit teams. Whether you're looking to strengthen your employer brand, attract a broader range of talent, or foster greater inclusion across the business, here are seven practical actions to consider:
1. Set Measurable Goals and Track Progress
TWithout data, it's difficult to address inequities. Define clear, measurable goals for your DE&I strategy and monitor progress regularly — not just in recruitment, but across retention, promotion, and engagement. Pay equity is a vital starting point. Conducting a pay equity review helps ensure fair, unbiased compensation based on merit — not gender, ethnicity, or other factors. Track data around salary, attrition, and promotion trends, and use employee feedback to tailor and refine your approach.
2. Build Inclusion Into the Hiring Process
Inclusion should be foundational, not an afterthought. Before launching recruitment campaigns, assess your current internal barriers to inclusivity and address them. At Cavendish Maine, we work closely with clients to embed DE&I principles throughout the hiring lifecycle.
Our approach includes:
- Inclusive role design and job descriptions
- Bias-aware shortlisting and interview guidance
- Proactive sourcing across diverse candidate pools
- Confidential support for underrepresented candidates throughout the process
Our network extends across the insurance industry, and we’re intentional about reaching beyond conventional channels to identify high-quality talent from a range of backgrounds.
3. Foster Open Dialogue
Create space for employees to share experiences, perspectives, and challenges. Whether through staff forums, employee groups, or informal networks, listening to your team builds trust and helps uncover valuable insights that shape a more inclusive culture.
4. Hold Leaders Accountable
Set clear expectations for leadership on DE&I responsibilities. From embedding inclusive behaviours to mentoring underrepresented talent, managers and senior leaders should be held accountable for driving progress — and rewarded for it. Link progress to performance reviews, leadership KPIs, or promotion criteria where appropriate.
5. Encourage Feedback and Act on It
Provide safe, visible channels for employees to give feedback — including on DE&I-related matters. Anonymous surveys, exit interviews, or real-time feedback tools all play a role in identifying issues early and addressing them before they escalate. Crucially, action must follow — creating a workplace where people feel heard and change is visible.
6. Challenge Norms and Unconscious Assumptions
Examine the small things that can have a big impact: dress codes, flexible working policies, performance criteria, and meeting etiquette. Often, bias is built into the everyday. Training and open discussion around unconscious bias can help reset expectations and create space for employees to show up as their authentic selves.
7. Empower DE&I Leadership
Ensure your DE&I leads or champions are represented in strategic conversations. Provide them with the influence, resources, and support needed to embed inclusive thinking into decision-making, from recruitment through to business growth. Organisations that succeed in building inclusive teams don’t treat DE&I as a side project — they embed it as a business priority.
Need Help Building Diverse, Inclusive Teams in Insurance?
At Cavendish Maine, we’ve been helping insurance businesses build stronger, more representative teams for over 20 years. We take a proactive, search-led approach to finding outstanding talent — while helping you create a recruitment process where everyone has the opportunity to succeed.
If you’d like to explore how we can support your DE&I recruitment goals, we’d be happy to set up a call and discuss.
In today’s insurance landscape, hiring well isn’t just important — it’s a strategic advantage. The competition for skilled, senior-level talent is intense, and traditional methods of attracting candidates often fall short. To compete for the best, employers need to evolve from reactive, transactional hiring to a more proactive, long-term strategy. Below are ten practical ways to enhance your talent attraction approach — helping you reach individuals who can genuinely drive change and growth within your business.
1. Move Beyond “Advert and Hope”
The best hires rarely come from job boards. A search-led approach lets you engage with candidates who aren’t actively applying — but would move for the right opportunity.
2. Build a Talent Pipeline, Not Just A Vacancy List
Maintain a rolling focus on relationship-building. That way, you’re prepared before key roles become urgent — and can engage high-quality candidates who aren’t on the market.
3. Elevate Your Employer Brand
Senior insurance professionals value more than salary. They look for strong leadership, flexibility, progression, and cultural fit. Make sure what sets you apart is clear and consistent.
4. Speed Matters — But So Does Candidate Experience
Have a structured process with a clear value proposition — and ensure its timely and respectful. Top talent moves fast and often has options, so a smooth, engaging hiring experience can be the difference between securing or losing a candidate.
5. Think Passive, Not Just Active
Many high performers aren’t applying for roles — they need to be approached with care and credibility, often through trusted recruiters with deep sector networks.
6. Understand Your Market Position
Know how your salary levels, employer reputation, and hiring speed compare to competitors. This intelligence helps you compete for top-tier talent with confidence.
7. Expand Your Sourcing Horizons
Looking beyond the usual channels — even outside the sector — can introduce the fresh thinking and transferable skills today’s insurance businesses need.
8. Leverage Data, Not Just Instinct
Hiring decisions backed by data — on availability, salary benchmarks, and talent trends — tend to lead to better long-term outcomes, especially at senior levels.
9. Make Recruitment a Company-Wide Effort
Encourage senior leaders and high performers to act as talent ambassadors. Their networks can bring in like-minded individuals who share your values and ambitions.
10. Prioritise Business-Critical Roles
Invest more time and focus on the roles that shape your commercial and cultural future. These hires have lasting impact and deserve a strategic, not rushed, approach. )
Where we can help
At Cavendish Maine, we partner with insurance businesses to design and deliver strategic, search-led hiring solutions — particularly when the ideal candidate isn’t actively looking.
Whether you're planning your next senior hire, reviewing your employer brand, or building a pipeline for future growth, we’d be glad to support you.
If you'd like to explore any of these ideas or gain insights on the market for a specific role or skill set, let’s arrange a time to talk.
Let’s face it—retail isn’t what it used to be. The game has changed, and so has the role of the sales rep. If you’re still relying on charm, gut instinct, and yesterday’s tactics, you risk becoming irrelevant. Or worse—a sales dinosaur.
Today’s top-performing sales professionals aren’t just sellers. They’re category experts, data analysts, and tech-savvy partners to their customers. They understand that building value in-store isn’t about pushing stock—it’s about using insight, collaboration, and smart tools to grow the business together.
So if you’re out on the road calling into Tesco, Asda, Co-op, or independents, it’s time to ask yourself: are you evolving… or fossilising?
1. Ditch The Gut Feel - Let Data Lead The Way
Old-School Rep:
Relies on memory, past experience, or what “usually works” in store. Decisions are often made on the fly, with little reference to hard numbers.
Modern Rep:
Before they step into store, they’ve reviewed EPOS data from the retailer, analysed sales trends, and know exactly which SKUs need attention. They’re using tools like IRI or Nielsen, and field apps that surface data instantly. It’s about making every visit count—because they’re not just working hard, they’re working smart.
Example:
Instead of saying, “This line’s done well lately,” a modern rep might say: “This SKU’s down 12% on last month in this store, but it's up nationally. Let’s check if it’s in the right location or if stock’s not come through.”
2. From Pushing Products to Managing Categories
Old-School Rep:
Focused solely on getting stock in and out. The goal? Shift cases, hit call numbers, and tick the visit box.
Modern Rep:
Understands category management. They work with store managers to optimise shelf space, ensure the right mix of products is available, and support strategic promotions. They think like partners—not pushers.
Example:
If a rep notices that healthier snacks are flying in urban stores, they might recommend adapting the range to reflect that trend locally—helping the store grow the whole category, not just shift one brand.
3. Using AI & Tech to Stay Ahead on the Road
Old-School Rep:
Takes notes on paper, manually reports back to the office, and uses emails for everything. Time-consuming. Error-prone.
Modern Rep:
Uses AI-powered mobile apps that flag which stores need attention based on sales dips or stock issues. Speech-to-text updates CRM instantly. Some tools even recommend tailored talking points for each visit based on past orders and performance.
Example:
Your app tells you: “Asda, Store #213 is 20% below forecast on chilled drinks. Promotion started Monday. Check placement.” That’s AI helping you be proactive—not reactive.
4. The Modern Toolkit: Are you Equipped?
| Old-School Rep | Modern Rep |
| Paper notes & call cards | Mobile CRM & store insights in hand |
| Pushes the same products | Tailors range using store-specific data |
| Focuses on product features | Focuses on solving store/category problems |
| Tracks results manually | Uses live dashboards & real-time alerts |
| Reactive to issues | Proactive, thanks to AI & predictive tools |
Final Thoughts: Evolve or Expire
Being on the road doesn’t mean being out of touch. In fact, the reps who thrive today are the ones who embrace the tools available to them. They’re faster, sharper, and more valuable to their customers than ever before.
Retail is moving. Stores expect more. And sales reps who still rely on old habits risk being left behind.
So here’s the choice:
Evolve into a data-driven, insight-led, tech-powered rep—or become a dinosaur.
Your future in sales depends on it.
For further information or advice please Contact Us
Haws Watering Cans
Cavendish Maine impressed us throughout the recruitment process. They took the time to visit and understand our business and the role. They guided us throughout the process, presenting us with a high calibre of candidates and the outcome far exceeded our expectations.
Alide Hire Services
I have had the pleasure of working with Cavendish Maine as both a candidate and a client and I would recommend the Cavendish Maine team without hesitation. Their approach differs in as much as they truly seek to understand the brief and ensure the candidate and client’s needs are aligned.
EP Barrus
We have used Cavendish Maine many times for finding suitable candidates and I have to say that they do an incredible job in finding the right people.
Mr Fothergill’s Seeds Ltd
Cavendish Maine have a clear grasp of the client’s and candidates’ needs evidenced by a tight list of potential recruits and an erudite appraisal of their suitability. I found their perspective refreshingly accurate and they understood and listened to my concerns.
You walked into your salary review confident, prepared, and armed with evidence of your contributions. But instead of the well-earned pay rise you were expecting, you got a disappointing "not this time." It’s frustrating, demotivating, and—if you’re honest—probably a bit of a confidence hit.
But let’s take a step back. In a market where top talent is in high demand, not getting a pay rise isn’t necessarily a reflection of your worth. It’s a signal—one that tells you it’s time to reassess, strategise, and take control of your career path. Here’s how you turn a rejection into an opportunity.
1. Reality Check: Have You Truly Earned it?
It’s easy to assume that tenure equals entitlement to a salary bump, but in reality, pay rises are about impact, not just time served. Before pushing back, ask yourself the hard questions:
- Have you consistently exceeded targets and expectations?
- Can you point to specific contributions that have improved revenue, efficiency, or client satisfaction?
- Have you taken on additional responsibilities that justify an increase?
If the answer is a clear "yes," then you have every reason to challenge the decision. If you’re not sure, this is a chance to refocus, refine your goals, and set yourself up for a stronger case in the next review.
2. Build a Bulletproof Case
Most employers won’t hand out pay rises simply because you ask. You need undeniable proof of your value.
- Industry benchmarks – Research salaries for your role within the insurance sector. If you’re being underpaid, have the numbers to back it up.
- Quantifiable achievements – Have you grown a book of business, streamlined processes, or enhanced client retention? Make it measurable.
- Revenue impact – If your work directly contributes to financial growth, spell it out. Numbers are hard to argue with.
Once you’ve built your case, request a follow-up meeting with your manager. Present your evidence clearly and position yourself as an asset the business can’t afford to undervalue.
3. Look Beyond Salary – What Else Can You Negotiate?
Sometimes, a company genuinely doesn’t have the budget for pay rises. But that doesn’t mean you can’t improve your overall package.
Consider negotiating:
- Accomplishments: Flexible working (remote days, compressed hours)
- Additional leave (extra holiday allowance)
- Professional development (funding for qualifications, training, or industry events)
- Performance bonuses (a results-based financial incentive)
These perks can sometimes have more value than a salary increase, so think strategically about what benefits would enhance your role and work-life balance.
4. Stay Professional, But Stay Hungry
A "no" today doesn’t mean "no" forever. Your response to rejection defines your career progression. Instead of letting it demotivate you, turn it into fuel.
- Ask for constructive feedback – Understand what you need to improve to secure a future increase
- Agree on measurable targets – Set clear goals with your manager so there’s no ambiguity in your next review
- Continue delivering value – The best way to earn leverage is to make yourself indispensable.
5. Know When It’s Time to Move On
If you’re consistently overlooked, underpaid, and see no path for progression, it might be time to evaluate your options.
The insurance industry is currently experiencing a talent shortage, and skilled professionals—particularly those in broking, underwriting, and claims—are in high demand. If your current employer isn’t recognising your worth, others will.
Where Do You Go From Here?
If you’re feeling stuck and want a clearer picture of your market value and career opportunities, let’s talk. As specialists in insurance recruitment, we have access to exclusive roles, salary insights, and market trends that can help you take control of your career.
Get in touch today to explore your options.
Your performance review and salary review may feel like they go hand in hand, but they are often separate conversations. While a performance review evaluates your contributions and growth, a salary review determines your compensation based on business and market conditions. Understanding the distinction between the two and preparing strategically can significantly impact your career progression and earning potential.
What is a Performance Review?
A performance review is an opportunity for you and your manager to discuss your achievements, areas for improvement, and professional goals. It provides a structured setting to evaluate how well you are meeting your objectives and where you can develop further.
In the Insurance sector, performance reviews may focus on:
- Meeting sales or retention targets in broker/client facing roles.
- Successfully managing claims or risk assessments.
- Building strong client relationships and increasing customer satisfaction.
- Demonstrating compliance with industry regulations and internal processes.
Use your performance review to highlight your key contributions, such as exceeding renewal targets, securing high-value policies, or improving operational efficiencies.
What is a Salary Review?
A salary review assesses whether your current pay reflects your experience, responsibilities, and contributions. This is influenced by factors like industry salary benchmarks, company performance, and your ability to demonstrate exceptional value.
Your employer may consider:
- Your revenue generation (for brokers, underwriters, and sales professionals).
- Your ability to mitigate risk and reduce claims costs (for claims and risk professionals).
- Industry demand for your expertise, especially in specialist insurance areas.
- Any new qualifications, experience or training you've completed (e.g., CII certifications).
Even if your salary review is tied to your performance review, a positive review does not always guarantee a raise. Employers typically reward those who go above and beyond, not just those meeting expectations.
How to prepare for success
Ahead of your performance and salary review, prepare evidence that showcases your impact:
- Accomplishments: Demonstrate how you’ve exceeded KPIs, grown client accounts, or streamlined processes.
- New Skills & Qualifications: Highlight recent CII exams, compliance training, or technical courses.
- Salary Benchmarking Data: Research what professionals in similar roles and locations earn.
- Client & Manager Feedback: Use testimonials or performance metrics that reflect your value.
What if you don't get a raise?
If a salary increase isn’t possible, consider negotiating for other benefits such as:
- CII exam sponsorship and professional development funding.
- Performance-based bonuses or commission structure reviews.
- Flexible working arrangements or additional leave allowances.
If your salary isn’t aligned with the market, it may be worth exploring new opportunities.
The insurance industry is experiencing a talent shortage, and skilled professionals—especially those with strong broking, underwriting, or claims expertise—are in high demand.
If you're considering your options, connecting with a specialist recruitment consultant can provide insight into available roles that match your career aspirations and salary expectations.
Looking for more advice?
Speak to our team today for tailored career insights and market salary trends in the insurance industry.