Fractional COO / Commercial Truck Insurance Agency Operations & Growth Strategist

About Us We are an established independent commercial insurance agency focused exclusively on commercial auto and trucking risks (owner-operators, fleets, specialty trucking). Our operations include new business placement, renewals, endorsements, filings, financing, and carrier management across multiple states. We are seeking help to systemize an already-functioning agency, not to build a business from scratch. ⸻ Who This Is For (Read Carefully) This role is for someone who has direct experience inside an insurance agency, brokerage, or MGA and understands: • Agency revenue vs carrier commission structures • Producer compensation, renewals, and retention economics • Support staff workflows and servicing load • Regulated service-based operations If you have not worked within an insurance agency or brokerage environment, this role is not a fit. ⸻ Scope of Work 1. Financial, Compensation & Agency Economics Review Review and assess: • Agency revenue streams (commissions, fees, renewals) • Producer output and current compensation alignment • Support staff cost structure and workload distribution • Profitability by activity (new business, renewals, servicing) • Current incentives vs actual behaviors being rewarded Outcome: Insurance-specific recommendations to improve margin, efficiency, and scalability, including ideal bonus and incentive structures for both producers and support staff that reward the right behaviors without creating operational strain. ⸻ 2. Insurance Workflow & Operations Review Map and evaluate: • New business intake → quoting → binding • Renewal management and remarketing • Endorsements, certificates, and regulatory filings • Producer ↔ CSR / operations handoffs • Points where founder involvement is still required Outcome: Defined workflows, ownership clarity, and prioritized SOP gaps. ⸻ 3. Strategic Scale & Incentive Plan Deliver a plan that clearly defines: • What breaks operationally when an agency doubles • Which roles must be added and in what sequence • What functions should be removed from the founder’s role • Which KPIs matter weekly vs monthly in an insurance agency • How bonus structures evolve as the agency scales Outcome: • 90-day execution plan • 12-month hiring and growth roadmap • Phase-based org chart • KPI scorecard aligned to compensation and accountability ⸻ Deliverables • Insurance-specific financial and compensation analysis • Bonus and incentive framework for producers and support staff • Workflow/process maps • 90-day action plan • 12-month scale roadmap • Org chart with role clarity • KPI framework tied to performance and bonuses All deliverables must be practical, implementable, and based on real insurance agency operations. ⸻ Ideal Background • 7+ years working with insurance agencies, brokerages, or MGAs • Experience designing producer and support staff compensation / bonus structures • Strong commercial lines background (commercial auto preferred) • Deep understanding of renewals, margins, and servicing economics • Operations or finance-led background (not sales-only) • Direct, structured, and execution-focused ⸻ Engagement Details • Project-based (30–60 days) • Fixed-price preferred • Potential ongoing advisory role ⸻ To Apply Please include: 1. Your insurance agency or brokerage experience (be specific) 2. Examples of bonus or compensation structures you have designed for producers and/or support staff 3. Your approach for the first 30 days 4. What agency data you would request immediately upon starting Please begin your proposal by describing the insurance agency or brokerage environment you have worked in and the type of compensation structures you helped design. Apply tot his job