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

Reporter Yang Xiaohan

With the arrival of the “Golden Three, Silver Four” hiring season, a number of insurance firms in China—including China Life Insurance, Ping An, New China Life, Taikang Insurance, Sunlight Insurance, and Allianz China—have released spring 2026 recruitment information in quick succession. Judging by role requirements, the demand for tech talent such as AI (artificial intelligence), big data, and technology development, as well as talent in healthcare and eldercare, has risen significantly.

For example, Ping An Group said it will work with more than 10 of its member companies to recruit over 3,000 campus positions and 1,500 internship positions for students from universities worldwide. In addition to financial roles, it is also opening a large number of positions in areas such as technology, healthcare, and eldercare. China Life Group said it will open recruitment for more than a dozen categories of roles, including management trainees, financial technology, law and risk management, and healthcare.

From a professional demand perspective, this year insurers are showing particularly prominent attention to tech talent such as artificial intelligence, digital R&D and applications. For instance, in this recruitment, China Life Insurance provides more than 3,000 sub-positions, of which positions related to technology, specialized roles for agricultural insurance, and inclusive finance account for more than 50%. It also adds cutting-edge roles such as artificial intelligence development and data security offense and defense. Sunlight Insurance Group’s technology line also opens positions such as the AI intelligent computing group, recruiting talent in areas including algorithm development, large-model architecture, and big data development. Taikang Insurance Group’s Taikang Life and Taikang Online both set up technology-related roles, recruiting talent in areas such as system development, AI application engineering, and data analysis.

In addition to tech talent, this year insurers have also clearly increased efforts to bring in talent in healthcare, eldercare rehabilitation, and other fields. For example, at the launch of its 2026 spring campus global recruitment meeting, Ping An said it would continue to strengthen the introduction of talent in areas such as technology R&D and healthcare and eldercare, opening up technology, healthcare, and eldercare positions such as artificial intelligence, big data, algorithm engineering, basic medicine, clinical medicine, and health management, with job-share nearing 30%.

Ping An’s Executive Director, Vice President, and Chief Financial Officer, Fu Xin, said that Ping An has always adhered to long-termism and promoted a “dual-wheel” approach of “comprehensive finance + healthcare and eldercare,” supported by a technology-driven strategy.

Yang Fan, General Manager of Beijing Paipaiwang Insurance Agency Co., Ltd., told Securities Daily reporters that this year’s spring recruitment shows “improving quality while reducing headcount” and “fine-grained management” characteristics in talent demand. The recruitment focus has shifted from a “numbers-based” approach to identifying high-quality, multi-disciplinary professional talent, especially increasing the introduction of talent in subfields such as health and eldercare management, actuarial and risk control, and digital operations.

In Yang Fan’s view, this change profoundly reflects that insurers are accelerating their move away from a crude growth model in strategic development and instead are delving into a high-quality development path. Not only does it further emphasize the specialization and differentiation of products and services, it also demonstrates the industry’s resolve to transform deeply toward a customer-demand-centered approach and to enhance core service capabilities.

The changes in insurers’ demand for hiring talent also indirectly reflect industry development trends and the direction of insurers’ strategic transformation—namely two major shifts: intelligence-and-digitization and ecosystem-building.

Zhou Jin, a partner at Tianzhi International in financial industry consulting, analyzed that under the backdrop of the industry’s intelligence-and-digitization transformation, companies’ business philosophies, operating models, and cost structures all need to be adjusted. Therefore, talent demand is also more 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 to compete under the “product + service” model, and it is also a strategy used by leading insurers to operate with differentiation through healthcare and eldercare ecosystems. By accelerating the introduction of talent in the medical and health field, insurers can enhance their ecosystem capabilities in the healthy-living sector, thereby providing health management and risk protection services across the full life cycle.

Meanwhile, during the industry’s intelligence-and-digitization transformation, deep embedding of artificial intelligence has become one of the main directions in which insurers are seeking to build momentum. For example, in its 2025 annual report recently released, China Life said it would actively connect with the national “Artificial Intelligence+” action deployment and build an AI capability system comprehensively, covering all aspects of corporate operations and management. Allianz China’s 2025 annual report mentioned that the company deepened its “OneAI” strategic layout, continuously increased R&D investment, and built a complete AI technology system covering the underlying architecture, core capabilities, and business applications.

“Digitalization, intelligentization, and deep application of artificial intelligence are reshaping the insurance industry’s underlying logic and value chain,” Yang Fan said. With technology enabling, traditional service time-and-space limitations will be broken, significantly improving pricing precision and underwriting and claims efficiency. This enables precise matching between supply and demand, prompting insurance institutions to transform from traditional risk bearers into risk mitigation managers and comprehensive service providers, and to push the industry’s ecosystem toward intelligent and integrated development.

Looking ahead, Yang Fan said that in the future, competition in the insurance industry will focus on the professional density and service depth of talent. Talent demand will strictly follow the development trend of “specialization, multi-disciplinary capabilities, and excellence.” Concretely, it will be reflected in the integrated demand for talent with cross-domain knowledge structures, such as those with insurance, legal, health and eldercare, and digital literacy.

(Editor: Qian Xiaorui)

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