Free Life Insurance Agent Job Description Templates
Six life insurance agent job description templates: standard, captive, independent, telesales, first hire, and a 1099 agreement. With W-2 and FLSA notes.
6 templates covering standard, captive, independent, and telesales agents, a small-agency first hire, and a 1099 contractor agreement, with the W-2 statutory employee, FLSA, and licensing guidance the generic templates skip. Copy or download as DOCX.
A life insurance agent helps clients protect their families by selling life insurance and annuity products, from needs analysis through application and service. The role is client-facing and license-dependent, and it comes in several flavors, captive, independent, and telesales, each with different carrier models and, importantly, different worker-classification consequences that generic templates ignore.
These six templates cover the range: a standard W-2 agent, a captive single-carrier agent, an independent multi-carrier producer, an inside sales or telesales agent, a small-agency first hire, and a companion 1099 contractor agreement. Each is ready to use, with the W-2 statutory employee, FLSA, and licensing guidance most templates skip. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
A life insurance agent sells life and annuity products and must hold a state producer license. A full-time agent selling primarily for one carrier is typically a W-2 statutory employee. Field agents can be exempt under the FLSA outside sales rule, with no salary minimum, but telesales agents are generally non-exempt. The closest federal occupation reports a median of $60,370. Download six templates, including a 1099 agreement.
What a Life Insurance Agent Does
A life insurance agent sells and services life insurance and annuity products, guiding clients from a needs analysis through choosing coverage, completing the application, and getting the policy issued. The role blends sales, financial guidance, and ongoing client service, and it requires a state producer license before an agent can sell anything.
The federal occupation is 41-3021 Insurance Sales Agents, which covers life, health, and property and casualty agents. Within it, life agents work as captive agents for one carrier or independent producers across many, and the carrier model shapes both the duties and the worker classification, which is why the templates here are organized by agent type.
Life Insurance Agent Duties and Responsibilities
Agent duties cluster into four areas: sales and needs analysis, applications and underwriting, client relationships, and licensing and compliance. A strong job description picks the responsibilities from each area that match the agent type and your products, rather than listing every possible task.
Sales and needs analysis
Conduct client needs analysis
Recommend life and annuity coverage
Present term, whole, and universal options
Applications and underwriting
Complete and submit applications
Liaise with underwriting
Follow carrier processes and disclosures
Client relationships
Build referrals and follow up on leads
Service existing policies and changes
Assist clients with claims support
Licensing and compliance
Maintain state producer license
Complete AML and product training
Keep accurate CRM records
A captive agent focuses on one carrier's products; an independent producer shops multiple carriers. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by agent type. The core structure is the same across all six, but each one emphasizes the carrier model, compensation, and classification that fit a specific kind of agent, including a small-agency first-hire version and a 1099 companion agreement.
Standard Life Agent (W-2)
Independent or captive
The universal base: a W-2 life insurance agent doing needs analysis, sales, and client service. Start here for a standard hire.
Captive Agent
Single-carrier office
For a single-carrier agency office: brand-backed selling with statutory-employee (W-2) framing and carrier onboarding.
Independent Producer
Multi-carrier
For a multi-carrier independent agency: book ownership and a clear W-2-versus-1099 classification decision.
Inside Sales / Telesales
Phone-based, non-exempt
For phone-based final expense or term sales. Generally non-exempt, since the outside sales exemption does not apply.
Small Agency First Hire
Owner-operator, no HR
For an owner hiring their first producer to take over production. Plain-language, wide scope, W-2 default. The SMB version.
1099 Contractor Agreement
Companion, not a JD
A contractor agreement outline for a true independent contractor, with a classification warning. Use with caution.
Match the Template to the Agent Type
Standard W-2 hire? Standard Life Agent. Single-carrier office? Captive Agent. Multi-carrier agency? Independent Producer. Phone-based sales? Inside Sales / Telesales (non-exempt). Owner hiring their first producer? Small Agency First Hire. Engaging a true independent contractor? Use the 1099 Contractor Agreement, with care.
6 Life Insurance Agent Job Description Templates
Download all six as a single Word document or copy individual templates. The five job descriptions follow the same structure: agency and job summary, key responsibilities, qualifications, a classification note, and how to apply, with an EEO statement. The sixth is a 1099 contractor agreement outline. Fill in the brackets and post.
Download All 6 Templates
Standard, captive, independent, telesales, first hire, and a 1099 contractor agreement. All in one DOCX.
Template 1: Standard Life Insurance Agent (W-2)
The universal base: a W-2 life insurance agent doing needs analysis, sales, and client service. Start here for a standard hire at an independent or captive agency.
Life Insurance Agent Job Description (Standard, W-2)
LIFE INSURANCE AGENT JOB DESCRIPTION (STANDARD, W-2)
Agency: __
Location: __ ([City, State])
Reports to: __ (Agency Owner / Sales Manager)
Employment type: Full-time
FLSA status: Confirm by duties (outside sales exempt; inside/telesales non-exempt)
Pay range: $_____ to $_____ per year plus commission
ABOUT [AGENCY NAME]
[One or two sentences about your agency, the products you offer, and the team the
agent will join. Note whether you are independent or captive and the carriers you
represent.]
JOB SUMMARY
[Agency Name] is hiring a Life Insurance Agent to help clients protect their families
and plan for the future. You will assess client needs, recommend life insurance and
annuity products, complete applications, and build lasting client relationships. This
is a client-facing sales role for a licensed, service-minded professional.
KEY RESPONSIBILITIES
•Conduct needs analysis and recommend suitable coverage
•Present term, whole, universal life, and annuity options
•Complete applications and liaise with underwriting
•Maintain accurate client records in the CRM
•Follow up on leads and build referral relationships
•Assist clients with policy changes and claims support
•Meet sales and activity targets
•Comply with state licensing and carrier requirements
REQUIRED QUALIFICATIONS
•Active state life insurance producer license
•High school diploma or equivalent; bachelor's a plus
•Strong communication and relationship-building skills
•Self-motivated and goal-oriented
•[Series 6/63 and SIE if selling variable products]
•[1+ years of sales or insurance experience preferred]
CLASSIFICATION NOTE (read before posting)
An agent whose primary duty is making sales away from the office may be exempt under
the FLSA outside sales exemption, which has no salary requirement. An agent selling
mainly from an office or home office by phone or internet is generally non-exempt.
A full-time life agent selling primarily for one carrier is typically a W-2 statutory
employee. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per year plus commission
To apply, send your resume to __ by _.
[Agency Name] is an equal opportunity employer.
Template 2: Captive Life Insurance Agent
For a single-carrier agency office: brand-backed selling with statutory-employee (W-2) framing, leads, and carrier onboarding. Use this for a captive office.
Captive Life Insurance Agent Job Description (Single-Carrier Office)
CAPTIVE LIFE INSURANCE AGENT JOB DESCRIPTION (SINGLE-CARRIER OFFICE)
Agency: __
Location: __ ([City, State])
Reports to: Agency Owner
Employment type: Full-time
FLSA status: Confirm by duties; statutory employee (W-2) common
Compensation: Salary + commission
Pay range: $_____ to $_____ per year plus commission
JOB SUMMARY
[Agency Name] is a [carrier] agency office hiring a Life Insurance Agent to serve our
clients with our carrier's life and annuity products. You will work leads, meet with
clients, recommend coverage, and grow the book in a supportive single-carrier office.
This is a great role for a licensed agent who wants strong brand backing and training.
KEY RESPONSIBILITIES
•Sell the carrier's life insurance and annuity products
•Work assigned leads and develop local referrals
•Conduct needs analysis and recommend coverage
•Complete applications and follow carrier processes
•Maintain client relationships and service existing policies
•Meet office and carrier production goals
•Complete required carrier and compliance training
•Keep accurate records in carrier and agency systems
REQUIRED QUALIFICATIONS
•Active state life insurance producer license
•Willingness to complete carrier onboarding and appointment
•Strong sales and interpersonal skills
•Coachable and goal-driven
•[Series 6/63 if selling variable products]
•AML and annuity suitability training as required
CLASSIFICATION NOTE (read before posting)
A full-time agent selling primarily for one carrier is generally a W-2 statutory
employee under IRS rules, with Box 13 checked and FICA handled accordingly. Confirm
FLSA status by actual duties. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per year plus commission
To apply, send your resume to __ by _.
[Agency Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
Compensation: Commission, or salary + commission for W-2
Pay range: $_____ to $_____ plus commission
JOB SUMMARY
[Agency Name] is an independent agency hiring a Life Insurance Producer to sell life
and annuity products across multiple carriers. You will match clients to the best fit
from our carrier appointments, prospect for new business, and own a growing book. This
suits an entrepreneurial, licensed producer who values carrier choice.
KEY RESPONSIBILITIES
•Sell life and annuity products across multiple carriers
•Prospect, network, and generate new business
•Match clients to the best-fit carrier and product
•Complete applications and manage carrier appointments
•Maintain E&O coverage and compliance
•Service and retain a book of business
•Track activity and production
•Keep accurate records and documentation
REQUIRED QUALIFICATIONS
•Active state life insurance producer license
•Multiple carrier appointments or willingness to obtain
•Proven sales ability and self-direction
•Errors and omissions (E&O) insurance
•[Series 6/63 and SIE for variable products]
•[Existing book of business a plus]
CLASSIFICATION DECISION (read before posting)
Decide W-2 versus 1099 carefully. A producer the agency directs and controls is often
properly a W-2 employee, and a full-time agent selling primarily for one carrier is a
W-2 statutory employee. A true independent contractor selling for many carriers with
their own book may be 1099. Misclassification carries real liability; review IRS
guidance and consult an attorney. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ plus commission
To apply, send your resume to __ by _.
[Agency Name] is an equal opportunity employer.
Template 4: Inside Sales / Telesales Life Agent (Non-Exempt)
For phone-based final expense or term sales. Generally non-exempt, since the outside sales exemption does not apply to office or home-office phone selling. Use this for telesales.
Inside Sales / Telesales Life Agent Job Description (Non-Exempt)
INSIDE SALES / TELESALES LIFE AGENT JOB DESCRIPTION (NON-EXEMPT)
Agency: __
Location: __ ([City, State]; in-office / remote)
Reports to: Sales Manager
Employment type: Full-time
FLSA status: Non-exempt (overtime-eligible)
Compensation: Hourly + commission
Pay range: $_ to $_ per hour plus commission
JOB SUMMARY
[Agency Name] is hiring an Inside Sales / Telesales Life Agent to sell life insurance,
including final expense and term products, primarily by phone. You will work inbound
and outbound leads, present coverage, and close sales over the phone and online. This
is a high-activity phone sales role for a licensed, persuasive communicator.
KEY RESPONSIBILITIES
•Handle inbound and outbound calls to sell life products
•Present coverage and quotes by phone and online
•Complete applications and follow up with applicants
•Meet call, conversion, and production targets
•Maintain accurate records in the dialer and CRM
•Follow scripts, compliance, and disclosure rules
•Complete AML and product training
•Service and re-engage existing leads
REQUIRED QUALIFICATIONS
•Active state life insurance producer license
•Strong phone presence and persuasion skills
•Comfortable with high call volume and targets
•Familiar with CRM and dialer systems
•[AML training as required]
•[Final expense or term sales experience a plus]
CLASSIFICATION NOTE (read before posting)
Inside and telesales agents who sell primarily from an office or home office by phone
or internet generally do not qualify for the FLSA outside sales exemption, so this
role is typically non-exempt and overtime-eligible. Track hours accordingly. This is
general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_ to $_ per hour plus commission
To apply, send your resume to __ by _.
[Agency Name] is an equal opportunity employer.
Template 5: Small Agency First Producer Hire
For an owner hiring their first producer to take over selling and service. Plain-language, wide scope, W-2 default. The realistic version for a small agency without HR.
Small Agency First Producer Hire Job Description (No HR)
SMALL AGENCY FIRST PRODUCER HIRE JOB DESCRIPTION (NO HR)
A contractor agreement outline, not a job description, for a true independent contractor producer. Includes a classification warning. Use only after confirming 1099 status is appropriate.
Worker classification is fact-specific. Treating a worker as 1099 when the agency
controls their work can result in significant tax and legal liability. Review IRS
guidance and consult a qualified attorney or tax professional before using this
agreement. This is general information, not legal advice.
Classification, FLSA, and Licensing
This is the part the generic templates skip, and for an insurance hire it is the part that matters most: worker classification, the FLSA outside sales rule, and licensing. Getting these right protects your agency from tax and overtime liability.
Full-time life agents are often W-2 statutory employees
The compliance point no generic template covers is worker classification, and it starts with a specific IRS rule. Under the statutory employee rules, a full-time life insurance sales agent whose principal business activity is selling life insurance or annuity contracts, primarily for one life insurance company, is treated as a W-2 statutory employee. That means the agency furnishes a W-2 with the statutory employee box checked, withholds and pays Social Security and Medicare, but does not withhold federal income tax. Captive agents are generally W-2. Independent producers selling for many carriers may be 1099 contractors, but a producer the agency directs and controls is often properly a W-2 employee. Because misclassification carries real tax and legal liability, decide this deliberately and document the basis. This is general information, not legal advice.
Outside sales can be exempt, but telesales usually is not
The FLSA outside sales exemption is unusual: it has no salary requirement at all. An agent qualifies only if their primary duty is making sales and they are customarily and regularly engaged away from the employer's place of business. A traditional field agent who meets clients in person can be exempt with no minimum salary. But an inside sales or telesales agent who sells primarily from an office or a home office by phone or internet does not meet the away-from-the-office test, so they are generally non-exempt and entitled to overtime. This is a common and costly mistake: assuming every commissioned agent is exempt. Classify by how and where the agent actually sells, track hours for non-exempt agents, and check your state's rules, which can be stricter. This is general information, not legal advice.
Licensing and onboarding are heavier than a normal sales hire
A life agent cannot legally sell until licensed, and onboarding involves more steps than a typical sales role: a state producer license, carrier appointments, errors and omissions coverage, federally required AML training, annuity suitability training in adopting states, and Series 6 plus SIE for variable products. For a small agency without an HR department, this is exactly where FirstHR fits: e-signature for the offer letter, statutory-employee acknowledgment, and E&O attestation, training modules to track AML and product training, document management for license copies and carrier appointment confirmations, and an onboarding workflow that runs license verification, appointment, E&O, and AML in sequence. To be clear about scope, FirstHR is an onboarding and HR platform, not an agency management system or commission engine, and it does not run payroll or administer benefits, and it onboards W-2 employees. Applicant tracking is coming soon.
Outside Sales Has No Salary Requirement
The FLSA outside sales exemption (29 CFR 541.500) applies when the primary duty is sales made away from the office, and unlike other exemptions it has no salary requirement. Telesales agents who sell from an office or home office are generally non-exempt. A full-time agent selling primarily for one carrier is a W-2 statutory employee.
Life insurance roles start from a state producer license, which is non-negotiable, with securities registration and experience layered on for certain products. List the license as required and other items as preferred where appropriate.
Requirement
What to look for
State license
Active state life insurance producer license, required
Securities
SIE plus Series 6 or 7, and often 63, for variable products
Education
High school diploma or equivalent; bachelor's a plus
E&O insurance
Errors and omissions coverage, required by most carriers
Training
AML training and annuity suitability where required
Classification
W-2 statutory employee common; FLSA status by duties
Pre-licensing hours vary by state, and carrier appointments are required before selling a carrier's products. Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic. For related roles, a sales representative or customer service representative template may also fit your office.
Life Insurance Agent Pay
Agent pay varies widely because much of it is commission, and the structure shapes both earnings and classification. Use the federal data as a baseline and be clear about your compensation model.
Median $60,370, Wide Range (BLS)
Insurance sales agents had a median annual wage of $60,370 in May 2024, with the lowest 10 percent under $36,390 and the highest 10 percent over $135,660, figures that include commissions and bonuses (U.S. Bureau of Labor Statistics). The occupation employed about 568,800 agents and is projected to grow about 4 percent through 2034.
Compensation comes in several structures: commission-only, common for independent producers; salary plus commission; and salary plus bonus, more typical of captive and W-2 roles. The structure signals classification too, since salaried and salary-plus-commission roles point to W-2 employment. When you post a role, state the structure and a realistic range, including commission potential.
Hiring for a Small Agency
Most insurance agencies are small businesses. Industry data shows a large majority of independent agencies have modest revenue and historically around ten or fewer employees, and a significant share of agents are self-employed or work in small offices. Captive agency offices for carriers like State Farm or Allstate are also small businesses, each run by an owner who hires a handful of producers and service staff directly. In other words, the typical hirer for this role is an owner or office manager at a small agency without a dedicated HR function, which is exactly who these templates are written for.
The practical challenge for a small agency is that an insurance hire is compliance-heavy from day one: licensing, carrier appointments, E&O, AML, and the W-2-versus-1099 and exempt-versus-non-exempt classification calls. A clean, repeatable process saves real time and reduces risk. For broader guidance on hiring with a small team, the small business hiring guide is a useful companion, and a sales manager template helps when the agency adds a layer of leadership.
From Hiring to Onboarding
The job description is step one. An insurance hire has more onboarding steps than most sales roles, since the agent cannot sell until licensed and appointed: the offer, license verification, carrier appointments, E&O, and AML training, all before the first sale and all worth documenting.
Send the offer
Confirm the role, compensation structure, classification, and start date in writing, with a statutory-employee acknowledgment where it applies.
Verify license and appointments
Confirm the active state producer license, complete carrier appointments, and collect the E&O certificate.
Complete required training
Run AML training, annuity suitability where required, and any Series 6 or product training, with records kept.
Store the records
Keep license copies, appointment confirmations, E&O, and training certificates organized, with renewal dates tracked.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, statutory-employee acknowledgment, e-signatures, license and appointment verification, AML and product training tracking, and document management in one place so a small agency can manage the full compliant process from one system. FirstHR is an onboarding and HR platform that onboards W-2 employees, not an agency management system or commission engine, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A life insurance agent sells life and annuity products and must hold a state producer license before selling.
Use the template that matches the agent type: standard, captive, independent, telesales, first hire, or the 1099 agreement.
A full-time agent selling primarily for one carrier is typically a W-2 statutory employee under IRS rules.
Field agents can be exempt under the FLSA outside sales rule with no salary minimum; telesales agents are generally non-exempt.
Onboarding is compliance-heavy: license verification, carrier appointments, E&O, and AML training, all documented.
Use BLS data as a baseline: insurance sales agents report a median of $60,370, with earnings varying widely by commission.
Frequently Asked Questions
What does a life insurance agent do?
A life insurance agent helps clients choose and buy life insurance and annuity products that fit their needs and budget. Day to day, that means conducting a needs analysis, presenting options such as term, whole, and universal life and annuities, completing applications, and working with underwriting to get policies issued. Agents also build referral relationships, follow up on leads, service existing policies, and assist clients with changes and claims support, all while maintaining accurate records and meeting sales targets. The work is client-facing and relationship-driven, and it requires a state producer license. Agents may work for a single carrier as captive agents or for multiple carriers as independent producers, and they may sell in person, in an office, or by phone. This is general information, not legal advice.
What is the difference between a captive and an independent life insurance agent?
The difference is how many carriers they represent. A captive agent sells the products of a single insurance company, such as a State Farm or Allstate agency office, and gets that carrier's brand, leads, training, and support in exchange for exclusivity. An independent agent or producer represents multiple carriers and can shop a client's needs across companies to find the best fit, with more flexibility but less corporate backing. The classification consequences differ too: a full-time captive agent selling primarily for one carrier is typically a W-2 statutory employee, while an independent producer may be a W-2 employee or, if they are a true independent contractor selling for many carriers, a 1099 contractor. This page includes separate templates for captive and independent roles. This is general information, not legal advice.
Is a life insurance agent a W-2 employee or a 1099 contractor?
It depends on the arrangement, and a specific IRS rule applies. Under the statutory employee rules, a full-time life insurance agent whose principal business activity is selling life insurance or annuity contracts primarily for one company is treated as a W-2 statutory employee: the agency issues a W-2 with the statutory employee box checked, withholds Social Security and Medicare, but does not withhold federal income tax. Captive agents are generally W-2. An independent producer who sells for many carriers, controls their own work, and owns their book may be a 1099 contractor. The key is control: if the agency directs how the agent works, the agent is usually properly a W-2 employee regardless of the label. Misclassification carries real liability, so review IRS guidance and consult a professional. This is general information, not legal advice.
Are life insurance agents exempt or non-exempt under the FLSA?
It depends on how and where they sell. The FLSA outside sales exemption can apply to a life insurance agent, and notably it has no salary requirement: an agent qualifies if their primary duty is making sales and they are customarily and regularly engaged away from the employer's place of business, such as meeting clients in person. However, an inside sales or telesales agent who sells primarily from an office or a home office by phone or internet does not meet the away-from-the-office test, so that agent is generally non-exempt and entitled to overtime. A common and costly mistake is assuming every commissioned agent is automatically exempt. Classify based on how the agent actually works, track hours for non-exempt agents, and check your state's rules. This is general information, not legal advice.
What license does a life insurance agent need?
Every state requires a life insurance producer license before an agent can sell, and there is no federal insurance license. To get licensed, a candidate typically completes pre-licensing education, which varies widely by state, from none in some states to around 20 to 40 hours in others, passes the state licensing exam, and undergoes a background check. Agents who sell variable life insurance or variable annuities, which are securities, also need FINRA registration: the SIE exam plus Series 6 or 7 and often Series 63. Beyond licensing, carriers require appointments before an agent can sell their products, and nearly all require errors and omissions insurance. You can list the license as required and note that you support candidates in obtaining appointments and completing training. This is general information, not legal advice.
What training and compliance does a life insurance agent need?
Beyond the state license, several training and compliance requirements apply. Anti-money laundering training is federally required for agents selling life insurance and annuities, generally every two years, though some carriers require it annually. Agents selling annuities must complete annuity suitability training, typically four hours, in states that have adopted the NAIC model. Carriers require errors and omissions insurance as a condition of appointment, and many require their own product and compliance training during onboarding. Agents selling variable products need FINRA registration. For an agency, the practical task is tracking all of this, license renewals, continuing education, AML cycles, and appointment confirmations, which is part of why a structured onboarding and document system helps. This is general information, not legal advice.
How much does a life insurance agent make?
Insurance sales agent pay varies widely because much of it is commission. According to the U.S. Bureau of Labor Statistics, insurance sales agents had a median annual wage of $60,370 in May 2024, with the lowest 10 percent earning less than $36,390 and the highest 10 percent more than $135,660. These figures include commissions and bonuses but not premium pay like overtime. Actual earnings depend heavily on the compensation structure, which can be commission-only, salary plus commission, or salary plus bonus, and on the agent's book and production. Captive and salaried roles tend to offer more base stability, while independent commission-only roles have higher ceilings and more variance. When you post a role, be clear about the compensation structure and realistic ranges. This is general information, not legal advice.
What should a life insurance agent job description include?
A strong life insurance agent job description names the type of role up front, whether captive, independent, telesales, or a small-agency first hire, since the carrier model and classification differ. It should include a short agency summary, a job summary that makes the sales and client-service focus clear, and responsibilities grouped into sales and needs analysis, applications and underwriting, client relationships, and licensing and compliance. State the required state producer license and any Series 6 or SIE needs, the compensation structure, and crucially the classification: the W-2 versus 1099 decision and the FLSA exempt versus non-exempt question, which no generic template addresses. Note E&O and AML requirements. Close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
