Building a targeted actuarial internship pipeline in 2025 requires a thoughtful blend of leveraging SOA exam progress and embracing remote networking strategies. Given the competitive nature of the actuarial job market and evolving candidate expectations, companies and educational institutions must adapt their approaches to attract and develop top actuarial talent effectively.
To start, understanding how SOA exam progress fits into internship recruitment is crucial. While passing several actuarial exams (often two or three) is traditionally seen as a strong indicator of a candidate’s readiness, it is no longer a strict requirement for all employers. Many firms now also value strong academic performance in relevant quantitative courses, programming skills, and demonstrated enthusiasm for the profession. For instance, candidates with a solid math or actuarial science background, combined with some programming knowledge (like SAS or Excel VBA), can be very appealing, even if they haven’t cleared many exams yet[2][6]. This flexibility broadens the candidate pool and allows companies to identify potential based on a mix of exam progress and practical skills.
Creating a successful internship pipeline begins by clearly defining the qualifications and attributes your target candidates should possess. Besides exam progress, prioritize technical skills relevant to your business needs, such as data analytics, financial modeling, and familiarity with industry software. For example, Cigna’s Actuarial Executive Development Program offers interns projects that involve forecasting market trends, performing actual-to-expected analyses, and designing pricing tools—tasks that require both technical know-how and business acumen[5]. Tailoring your internship projects to include real business problems not only attracts motivated candidates but also prepares them for full-time roles within your organization.
Remote networking has become a game-changer in 2025. With over 70% of actuaries expressing a preference for remote or hybrid roles, and candidates hesitant to relocate due to housing market challenges and mortgage rates, companies that leverage remote recruitment have a competitive advantage[1]. To build your pipeline, engage with potential interns through virtual career fairs, online actuarial forums, and social media platforms like LinkedIn. Regularly posting internship opportunities and sharing insights about your actuarial team’s work can spark interest and build relationships before the formal application process begins[4].
Practical steps to implement remote networking include hosting webinars featuring your current actuarial interns or recent hires sharing their experiences. This personal touch helps candidates envision their own journey within your company. Additionally, encourage your actuarial staff to participate in virtual networking events and mentoring programs. Personalized outreach, such as one-on-one virtual coffee chats or Q&A sessions, can significantly increase candidate engagement and loyalty.
Tracking SOA exam progress within your candidate pipeline can be streamlined by integrating exam data into your applicant tracking system. This allows recruiters to identify candidates at various stages of exam completion and tailor communications accordingly. For example, those who have passed their first exam might receive resources and encouragement to continue, while more advanced candidates can be invited to apply for internships with challenging projects and leadership opportunities[2].
Another effective strategy is to partner with universities that have strong actuarial programs and support student exam progress. Collaborate on hosting exam prep workshops, sponsor actuarial clubs, or provide guest lectures to raise your company’s profile and connect with promising students early. Some firms even offer paid study materials or exam fee reimbursements as part of their internship perks, which can be a strong incentive for candidates[5].
Offering a flexible, hybrid internship model can further enhance your pipeline. Given the ongoing shift in work preferences, providing remote or partially remote internships allows you to tap into a wider talent pool nationwide without the barrier of relocation. This flexibility also mirrors the real-world actuarial work environment many candidates expect, helping them gain relevant experience from day one.
To illustrate, a company could design a 12-week summer internship where interns work remotely three days a week and attend in-office collaboration sessions once a week or monthly. This arrangement supports both independent technical work and team-building activities, making the internship engaging and productive. Interns might present their projects virtually to leadership, receive mentorship through video calls, and participate in online training sessions covering actuarial software, data analysis, and industry trends.
Measuring the success of your actuarial internship pipeline is also key. Track metrics such as the number of applicants with various levels of SOA exam progress, conversion rates from internship to full-time offers, and intern satisfaction scores. Use feedback from interns to continuously refine your program, ensuring it remains relevant and attractive.
In terms of actionable advice, here are some steps to build and maintain your targeted actuarial internship pipeline in 2025:
Define clear candidate profiles based on desired SOA exam progress, academic background, and technical skills.
Leverage remote networking tools like LinkedIn, virtual career fairs, and webinars to reach candidates beyond geographic constraints.
Offer real-world projects during internships that align with your company’s business challenges to provide meaningful experience.
Support candidates’ exam progress by providing study resources, mentoring, and encouragement throughout their internship.
Collaborate with universities to engage early with actuarial students and strengthen your talent pipeline.
Implement hybrid internship models to accommodate candidates’ preferences and maximize access to diverse talent.
Track and analyze pipeline data to continuously improve recruitment strategies and intern outcomes.
Building this pipeline is not just about filling seats for the summer; it’s about nurturing future actuarial professionals who will grow within your organization. By blending SOA exam progress considerations with a strong remote networking approach, you position your company to attract motivated, skilled interns who are prepared to tackle the evolving challenges of the actuarial profession in 2025 and beyond[1][2][5].
On a personal note, having seen many actuarial interns grow into confident professionals, I can say that investing time in understanding their exam journeys and offering flexible, engaging opportunities pays off immensely. Interns who feel supported in their exam progress and connected through remote mentorship often become your most loyal and effective employees. So, start building your pipeline today with these strategies—your future actuarial team will thank you.