We provide insurance for classic car and boat owners and we fuel our clients love of the hobby through tools, services and resources, including Hagerty Classic Cars magazine and the Hagerty Price Guide.
How to Get Hired
We asked Hagerty for some inside information on how to get hired at the organization. Here is what they had to say.
What key characteristics tell you a prospective employee will be a great fit for your company?
Our authentic, respectful, and proactive people here are the reason we succeed. We believe it’s the Hagerty Way, a nine-point aspirational formula that permeates the work we love to do. Successful applicants are able to demonstrate how relevant aspects of the Hagerty Way have been apparent in their former roles: We take care of each other first. We focus on doing the right things the right way. We invest in making Hagerty a Great Place to Work®. We invest in making Hagerty a world-class company and brand. We expect measurable, best in class results. We fuel our client’s ownership and engagement. We promote the fun aspects and cultural value of collecting. We are good partners. We are good and visible citizens in our communities.
What can prospective employees do to get your attention?
Our current employees are our best recruiters. We value their judgment when it comes to prospective colleagues, so an employee referral holds weight during the hiring process. Other indicators of a good fit include: Extensive knowledge about Hagerty and the collector vehicle market, insurance knowledge/background, curiosity about the business, our community, and our worldview. For college students: Former or current Hagerty internship experiences and a sincere interest in living and working in Traverse City.
Are there any unusual or especially rigorous steps of your hiring process that candidates should be aware of?
We know that hiring the right people requires using a best-in-class assessment tool. Work/Style Assessments help us clarify candidates’ work styles, understand their core drivers, and recognize patterns of behavior that impact performance.
For many roles, we include a day of interviews with many people in the business, including a team lunch.
Hagerty uses an interview methodology that is unique to our business and culture. This process can be rigorous, as we review each job the candidate has had from college to present day, and we ask extensive questions about each experience. We also ask behavioral questions, and we include hiring managers in all interviews. We expect candidates to be thorough in their knowledge of our business, what we believe, and what we do, and each candidate’s references are thoroughly reviewed.
Are there any positions or types of candidates you are particularly focused on hiring in this coming year?
We are always looking for a large number of production-focused candidates (Licensed Sales Agents, Underwriters, and Claims Adjusters.) We are also focused on recruiting Information Technology, analysts and specialized insurance candidates this year.
What should interested candidates do to find out more and get started?
Hagerty and its business are an open book, so interested candidates have plenty of online information at their fingertips.
If you have a Hagerty connection, we highly encourage contacting that person. A meeting or phone call is a great way to learn what it’s like to work here and be a part of our special culture.
Hagerty recruits at many colleges, including those with auto-related and insurance programs. They also use industry associations, employee referrals and social media to find candidates who demonstrate the Hagerty Way.
Of course, classics are at the heart of Hagerty, so a passion or some background in this area is a plus.