Acceptance Insurance Customer Story
100+ Local Sales Hires
United States
Talent Advisory
Virtual Delivery
Acceptance Insurance Cuts Candidate Dropout by 53% & Strengthens Hiring
Acceptance Insurance, a national provider of personal auto insurance, operates more than 340 neighborhood locations across 13 states. With a mission to make insurance simple and accessible, their local agents are often the first point of contact for customers seeking affordable coverage and reliable service.
Keeping branches fully staffed with skilled sales agents is essential not only for meeting business goals but also for ensuring that customers get the guidance and support they rely on every day. With 100+ new hires needed each year, the company partnered with Pierpoint for talent advisory and team upskilling to strengthen hiring and create a more consistent pipeline of quality candidates.
Acceptance Insurance’s Challenge: Too Many Interviews, Too Few Hires
In some regions, limited compensation ranges made it harder to compete for talent. Hiring managers often had to interview 5 to 10 candidates per role just to land one hire. On top of that, many candidates dropped out late in the process, creating wasted effort and high levels of early attrition.
The stakes were clear: time-to-fill was dragging out, interview loads were too heavy, and turnover at 90 days was rising. Acceptance needed a new approach that could attract stronger candidates upfront and keep them engaged through the hiring journey.
Partnership Approach: Quality Over Quantity
Working closely with Acceptance’s internal team, Pierpoint helped revamp the sourcing and screening process.
Branded postings and fresh job descriptions made opportunities more compelling and better aligned with candidate expectations.
Direct outreach to passive candidates expanded the pool beyond active job seekers.
A redesigned screening process prioritized quality over volume, ensuring hiring managers received only the top three to five best-fit candidates.
Together, these changes meant fewer wasted interviews, stronger pipelines, and a smoother candidate experience.
Impact: Results That Saved Time and Reduced Attrition
The partnership between Acceptance Insurance and Pierpoint delivered measurable improvements that not only solved immediate hiring challenges but also gave hiring managers confidence in every shortlist and more time to focus on customers.
Time-to-Fill Decreased by 26%: Faster placements meant branches stayed fully staffed, reducing the strain on existing employees and ensuring customers always had access to a local agent.
Candidate Dropout Reduced by 53%: By keeping candidates engaged with clearer communication and better role alignment, far fewer dropped out late in the process, saving time and resources.
90-Day Attrition Reduced by 33%: Stronger screening and fit assessments meant more new hires stayed and succeeded in the crucial first months, building stability in frontline teams.
3–5 Avg Submittals per Role: Hiring managers only saw the top candidates, reducing interview loads and improving overall satisfaction with the hiring process.
Beyond the Numbers: A Stronger Hiring Foundation
By rethinking sourcing, screening, and candidate engagement, Acceptance Insurance and Pierpoint built a model that reduced fallout, shortened hiring timelines, and gave hiring managers confidence in their shortlists.
The impact went beyond the hiring team. With branches staffed more quickly and new hires staying longer, customers benefited from consistent service and trusted local agents. The result was more than faster hiring. It was a stronger foundation for both the people serving customers and the customers relying on them.
Program Highlights
53%
Candidate Dropout Decrease
33%
Reduced 90-Day Attrition
3 – 5
Reduced Req Candidate Slate
26%
Decrease in Time-To-Fill
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