Love at First Hire: Finding the VE That Fits Your Agency
Most agency owners don’t struggle with whether they need help.
They struggle with how to hire the right help without adding risk or losing control.
This webinar explored how agencies can successfully hire and integrate Virtual Employees (VEs) in a way that reduces burnout, protects licensed agents time, and supports sustainable growth.
Rather than getting stuck in theory, the session focused on real agency situations, including common hiring concerns and how to make confident hiring decisions.
Why Hiring a VE Feels Risky
One of the first topics covered was the hesitation many agency owners feel before hiring a Virtual Employee.
Concerns around communication, culture, and pace often come up. What became clear is that these issues usually aren’t about location. They stem from unclear roles, weak onboarding, and lack of structure.
When expectations and training are clear, virtual hiring becomes predictable and effective.
Where Licensed Time Gets Lost
Another key theme was how licensed staff spend their day.
In many agencies, licensed employees are buried in service tasks like endorsements, certificates, audits, and renewals. While necessary, these tasks don’t require a license and pull attention away from sales, retention, and client conversations.
The webinar highlighted how VEs can own much of this backend work, freeing licensed staff to focus on higher-value responsibilities.
What Virtual Employees Commonly Handle
The session outlined the types of work agencies regularly assign to VEs, including:
- Policy changes and endorsements
- Certificates of insurance
- Renewal prep and submission support
- Loss runs and documentation
- Carrier follow-ups
- Claims intake and coordination
- CRM updates and task tracking
In commercial lines, VEs often manage the majority of renewal preparation, with licensed staff stepping in only where required.
Wondering how much a VE can really help? Here are 57 tasks they can handle for your agency.
Training and Integration Matter Most
A major takeaway was the importance of training on concepts, not just tasks. When VEs understand the “why” behind insurance workflows, they become more confident, proactive, and effective.
Equally important is integration. Agencies that include VEs in meetings, training, and daily communication see better results and stronger long-term performance.
Key Takeaways
- Hiring success depends on structure and clarity, not location.
- Licensed staff should focus on licensed work, not service overflow.
- Virtual Employees perform best when trained on insurance concepts.
- A well-matched VE can handle most backend service and renewal prep.
- Strong candidates move quickly, hiring speed matters.
- Full team integration drives accountability and better results.
- The right VE reduces stress and creates operational relief.
Ready to Find the Right Fit?
Hiring a Virtual Employee isn’t about replacing people. It’s about protecting your licensed team, improving service consistency, and building an agency that can grow without burning everyone out.
If you’re ready to explore what the right VE could look like in your agency, Virtual Intelligence can help.