Though the April jobs report was slightly better than economists predicted, hiring slowdowns continue, as organizations across industries navigate an uncertain economy. Yet, for insurance company Progressive, hiring is about to pick up—with plans to increase headcount by 12,000 by the end of 2025. And the company is already more than one-third of the way to that goal.
According to Neil Lenane, business leader of talent acquisition at Progressive, the hiring goal is a testament to the multi-year high-growth period the organization has been in.
“Progressive tends to be on the leading edge of where premiums are going, and over the last three or four years, the price has been right to attract customers,” he says. In turn, the organization is laser-focused on what will attract the talent needed to serve this higher customer demand. And, Lenane says, it has all come down to culture.
Every few years, the organization refreshes its employer brand. In support, it recently rolled out Destination: Progress, an “ode to Progressive’s culture of internal movement,” Lenane says.
“Your journey has already begun—let Progressive help you keep your career moving forward,” reads the welcome message on its career site.
It’s a statement that, Lenane says, is meant to reflect that Progressive is a place where job seekers can “come, grow and have a career.” Lenane is a perfect example: He’s held 13 positions in his 35-year career with the organization.
“We’re going all in on something key to all of us: this long-term striving for developing and advancing our careers,” he says.
The Destination: Progress initiative has allowed real Progressive talent to tell that story to prospective employees through a video series showcased on the career site and social media platforms.
The storytelling approach, Lenane says, lends credibility to the message.
“Any time job seekers are looking at a company, it’s hard for them to ascertain the truth: ‘I see the words on your career site, but is that what really happens?’ ” he says. “[Hearing from real employees is] something candidates value; they want it to be authentic.”
A willingness to connect candidates to the company’s authentic culture is embedded in Progressive’s hiring practices. For instance, sometimes candidates may ask to speak with a member of an employee resource group to garner a firsthand look at employment with Progressive, and the organization has facilitated such requests.
Progressive’s external recognition is also helping to communicate its culture, Lenane says: The organization has been named to the FORTUNE 100 Best Companies to Work For eight consecutive years and scored in the 98th percentile among U.S. companies in a recent Gallup Engagement and Culture survey.
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For the insurance company Progressive, hiring is about to pick up—with plans to increase headcount by 12,000 by the end of 2025.
