Terri Davis

How to recruit B2B salespeople as insurance producers? Sell the commercial insurance industry, the broker career, and your firm. A smart salesperson eventually realizes that they need to lock down in a sales CAREER, not work an endless series of sales JOB. Help them to understand that, unlike most sales jobs in most industries, commercial insurance broking is a sustainable, lifetime sales CAREER and profession. Then show them that your firm is a place where they can and will want to work the rest of their career. #insurance #insuranceindustry #sales

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Unlock the secrets to choosing top HR software with insights from Gallagher's Carli Meyer in her Forbes interview. Curious to learn more? Discover the full article in the comment below.

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In sales you can’t believe every objection you hear. “I’m not interested.” “I’m busy.” “I’m broke.” Instead: Agree. Acknowledge. Ask a question. The best salespeople don’t fight objections — they work through them. 👊 #salestraining #closingskills #insuranceagents

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Attn PEO Brokers: Not sure what's going on in your industry but I am seeing a whole lot of action in your industry. Every day I am seeing a new PEO broker on my feed. What is happening in the PEO/Benefits industry that is sparking this newer segment to grow rapidly? I am genuinely curious about this. Is it because there are so many newer PEO options? Is it benefits driven? Is it a great business model to make great $$? A combination of these 3? PS - If your a PEO broker and interested in working with Insperity I can help connect you to the right person to discuss. Not saying I would be your point of contact just that I can help with intros if needed. Ok.. thanks LinkedIn #PEO #PEOBrokers #HR #StrategicPartner

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🔎2025 Employee Health Benefits & 2026 Outlook Dallas, TX | 100+ Employees | Employer-Sponsored Healthcare Plans 2025 Highlights ❤️‍🩹Average premiums: $9,325 for singles and $26,993 for families; employees chip in about $6,850. ❤️‍🩹Main cost drivers: GLP1 drugs, behavioral health services, telehealth options, and rising medical costs. ❤️‍🩹Plan mix: PPOs make up the majority at 81%, while HDHPs with HSAs are on the rise. ✈️Dallas Market: Local costs are being pushed up due to provider consolidations. 2026 Outlook - ⚕️Anticipated health benefit costs could jump by +6.5%—the steepest increase in 15 years (according to Mercer). ⚕️Be ready for higher premiums, deductibles, and employee cost-sharing. ⚕️Employers are focusing on managing expenses: shifting to HDHPs, enhancing utilization management, and boosting virtual care offerings. ⚕️Coverage for GLP1 and specialty drugs is set to expand but often with tighter restrictions. Recommended Actions - ✅Run scenarios predicting a 5–8% cost increase and how that impacts employee contributions. ✅Audit prescription drug exposure (GLP1 and specialty meds) and work closely with your PBM. ✅Increase telehealth and behavioral health services. ✅Check HSA/HRA contributions to stay competitive. ✅Make sure to communicate any plan changes clearly ahead of open enrollment. If you haven’t connected with our #Dallas INSURICA team yet, let’s chat! We specialize in helping companies enhance their benefits delivery for employees, support HR leaders with workflow management of benefit programs, and discover innovative ways to cut overall company costs. Sarah Bahlman, APEB | 469.833.6424

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Social media pros, athletes, and influencers need more than a standard homeowners policy. Custom coverage is essential for unique risks. #InsuranceTips #SocialMediaLife #CreatorEconomy #CustomCoverage #PersonalFinance #xinsurance

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Quick question… When was the last time you reviewed your PEO? If the answer is: • “A few years ago” • “My broker handles it” • “I think we’re fine” That might be your sign. The PEO market shifts constantly — rates, underwriting appetite, comp structures. If you’ve never looked at one… you should. If you already use one… it may not be your best option anymore. I don’t sell hype. I evaluate fit. Let’s make sure what you have is working as hard as you are. Message me if you want a second set of eyes.

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Why do Staffing Companies Thrive with a PEO Partner? Running a staffing company means juggling a lot: -Onboarding employees quickly -Managing payroll -Keeping Workers’ Compensation in check -Maintaining compliant with ever-changing regulations That’s where partnering with a PEO like E3 makes a real difference. ✅ Simplified Payroll & HR – Reduce the time spent on administrative work so you can focus on placing talent. ✅ Workers’ Comp Coverage – Access competitive rates and better claims management to keep costs under control. ✅ Compliance Support – Minimize risks with guidance on labor laws, tax filings, and employee documentation. ✅ Scalability – Ramp up staffing levels quickly with the infrastructure and back-office support to match. ✅ Focus on Growth – With the heavy lifting handled, owners can focus on winning contracts and expanding business. Staffing companies that align with the right PEO not only save time and money but also gain the confidence to take on larger opportunities. 👉 If you’re in staffing, it’s not just about filling positions—it’s about building a business that can grow and scale sustainably. A strong PEO partnership helps make that happen. Do you run a staffing company or are you a Insurance Broker who specializes in helping Staffing companies? Reach out to learn more: Jim@e3peo.com / 609.502.4583 #E3 #Staffing #TempStaffing #compliance #workerscomp #peo

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Frequent movement isn’t automatically progress. Many younger professionals equate movement with advancement. Sometimes that’s valid. But in insurance, depth, consistency, and trust compound in ways that aren’t always obvious early on. A move should expand your platform — not just change your title. Your network and your reputation follow you everywhere. Build both intentionally.

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