Annual salary over 200,000! Insurance companies' spring recruitment "competing for talent": over 10,000 positions released, with AI and healthcare becoming the hottest fields

“Golden March and Silver April” recruitment season heats up, and the insurance industry’s spring campus recruitment for 2026 has fully launched.

According to incomplete statistics from Times Weekly reporters, as of March 25, more than 15 insurance companies, including China Life, Ping An Insurance, PICC, China Pacific Insurance, China Taiping, New China Life, Sunshine Insurance Group, Taikang Insurance Group, ZhongAn Insurance, Hesheng Health, Fosun United Health, ICBC-AXA Life, Jintai Insurance, Zhejiang Merchants Insurance, Fuze Life, and Lian Life, have successively begun their 2026 spring campus recruitment, releasing over ten thousand positions.

Compared to previous years, this year’s spring recruitment by insurance companies shows a clear structural transformation.

On one hand, leading institutions continue to release a large number of positions, such as Ping An providing over 3,000 campus recruitment and 1,500 internship positions worldwide, and PICC offering more than 2,000 specialized roles through its subsidiaries. On the other hand, the focus of recruitment is accelerating from traditional “financial management training” to “technology integration,” with significant increases in roles related to artificial intelligence, large models, algorithm engineering, medical and elderly care, and other “hardcore” positions—some top insurers now have nearly 30% of their tech-related roles.

Under the guidance of the “Five Major Articles” policy, the recruitment logic of insurance companies is being reshaped. Fields like fintech, green finance, inclusive finance, pension finance, and digital finance are no longer just strategic slogans but have become specific job demands.

From Ping An Group’s “comprehensive finance + medical and elderly care” dual-driven approach, with nearly 30% of positions in tech and healthcare, to PICC’s new roles in AI development and data security, and Taikang Insurance’s “AI Star Program,” major insurers are trying to optimize talent structures to seize the high ground in future competition.

Yang Fan, General Manager of Beijing PaiPai Network Insurance Agency Co., Ltd., told Times Weekly that the clear change in the structure of spring recruitment reflects a shift in insurance companies’ operational logic from a single “product sales orientation” to a deeper “customer service and value creation orientation.” The deep integration of technology and service ecosystems has become the fundamental way for insurers to break through in the existing market.

Recruitment scale remains steady, with “AI content” being the biggest highlight of spring recruitment

Overall, the recruitment scale of leading insurers in 2026 generally remains high, with some companies even setting new records.

For example, China Ping An, this year, in partnership with its subsidiaries in life insurance, property insurance, banking, health insurance, technology, Good Doctor, Peking University Medical, and more, has opened over 3,000 campus positions and 1,500 internships globally, totaling over 4,500 roles across more than 300 cities nationwide, further expanding compared to last year.

Similarly, PICC maintains large-scale recruitment, offering over 2,000 positions across its subsidiaries such as PICC Property & Casualty, PICC Life, and PICC Health, covering fields like insurance, technology, and investment. China Life Group is opening management trainee, fintech, legal risk control, healthcare, and other roles, covering various professional needs. Taikang Insurance Group and Sunshine Insurance Group also maintain stable recruitment rhythms.

A prominent feature of the 2026 spring recruitment is the significant increase in “AI content” in job roles.

PICC has added cutting-edge positions such as AI development, data security defense, and green insurance products, with tech-related, agricultural insurance, and inclusive finance positions accounting for over 50%. Ping An’s tech, medical, and elderly care roles together account for nearly 30%, opening positions in AI, big data, algorithm engineering, basic medicine, and clinical medicine. Sunshine Insurance emphasizes robotics engineering and data engineering, specifically recruiting for algorithm, large model architecture, and big data development roles. Taikang launched the “Taikang AI Star Program,” focusing on data intelligence and medical technology talents. ZhongAn Insurance also launched the LINK IT campus recruitment project, opening IT product manager and digital intelligence technology roles, targeting versatile talents with digital thinking.

Compared to the same period last year, the number of tech roles in insurance spring recruitment has not only surged but also become more specialized, with high-end technical positions like large model architecture, algorithm engineering, and intelligent computing centers appearing frequently.

Yang Fan told Times Weekly that the explosion in demand for tech roles reflects the accelerating shift of the insurance industry from “digitalization” to “intelligentization.” AI large models are no longer just tools for cost reduction and efficiency but are becoming core engines for reshaping the insurance value chain. The underlying logic of this transformation is that insurers are leveraging big data and algorithms to reconstruct business processes in key areas such as precise marketing, intelligent underwriting, anti-fraud, and personalized product customization. This aims to break through growth bottlenecks under traditional models, marking a complete shift from “experience-driven” to “data-driven” insurance management. Tech talents have become strategic assets for insurers to build competitive barriers.

“Technology + Medical and Elderly Care” Dual-Driven Talent Development

In addition to the surge in tech talent, “medical and elderly care” has become another major keyword in this year’s spring recruitment, highlighting insurers’ strategic response to aging populations and the construction of an “insurance + service” ecosystem.

Under the “comprehensive finance + medical and elderly care” dual-driven strategy, Ping An’s spring recruitment not only includes many tech roles but also focuses on recruiting professionals in basic medicine, clinical medicine, and health management. Taikang Insurance, as a pioneer in medical and elderly care, is mainly recruiting experts in geriatrics, rehabilitation nursing, and health management to support its nationwide Taikang Home elderly communities and medical institutions.

China Life has listed “medical health” as one of its top ten core recruitment areas. PICC also mentions the layout of “five big articles” such as elderly finance and inclusive finance in its recruitment. Its PICC Life 2026 campus recruitment offers over 380 positions, covering fields like medicine and actuarial science. Pacific Property & Casualty’s 2026 spring recruitment prioritizes majors such as science, engineering, medicine, and law.

Yu Fenghui, senior researcher at Pangu Think Tank, told Times Weekly that currently, the supply of versatile talents in medical health and elderly care services is relatively insufficient to meet the rapid development needs of insurers. These talents need not only professional knowledge but also cross-disciplinary comprehensive abilities, raising higher requirements for talent cultivation. Challenges in attracting such talents include offering competitive compensation, creating clear career development paths, and fostering a work environment conducive to growth. Strengthening school-enterprise cooperation and developing customized training programs are also effective ways to increase talent supply.

Regarding talent development mechanisms, insurers are generally strengthening “full-cycle” care for new employees this year. China Life’s “Wings Plan,” Ping An Life’s “New Star” program, and Sunshine Insurance’s “Eagle Program” are all specialized management training projects that use systematic three-year training, multi-position rotations, and mentorship to help new graduates quickly become business backbones.

In terms of compensation, many insurers offer competitive salaries, especially for core roles in technology, actuarial, and investment fields, with starting salaries generally above industry averages. For example, a leading domestic life insurer’s management trainee annual salary can reach 250,000–300,000 RMB, and master’s-level fintech positions can start at 220,000–280,000 RMB.

Yu Fenghui predicts that in the next two to three years, with technological progress and market demand shifts, the talent competition landscape in the insurance industry may see several new trends: first, the demand for tech talents will continue to rise; second, cross-disciplinary versatile talents will be more favored; third, the importance of talent cultivation and retention will further increase. These changes will drive insurance companies to continuously optimize their human resources strategies to adapt to the new market environment.