Underwriter Job Description Template

In plain language: Names the specific underwriting role, identifies the business unit it sits in, and states the direct reporting line.

Common mistake: Using a generic title like 'Underwriter' without specifying the line of business — this attracts candidates from incompatible specialties (e.g., property underwriters applying for securities roles) and complicates HRIS classification.

In plain language: A 3–5 sentence overview of the role's core function, the types of risk evaluated, and the business outcome the underwriter is expected to drive.

Common mistake: Writing a summary that describes the company instead of the role. Candidates skim summaries to decide whether to read further — lead with what the underwriter will actually do, not your company's founding story.

In plain language: An itemized list of the primary tasks the underwriter will perform daily, from application review through approval, declination, or referral.

Common mistake: Listing 15 or more duties without grouping them by function. An overloaded duties section obscures the role's true priority and makes performance management harder.

In plain language: Defines the types of risk the underwriter evaluates, the decision criteria applied, and the financial or coverage limits within which they can act independently.

Common mistake: Omitting the binding authority limit from the job description. Without a stated limit, new hires and managers disagree on escalation thresholds — leading to unauthorized commitments or excessive bottlenecks.

In plain language: States any required or preferred professional licenses, certifications, and regulatory registrations that the candidate must hold or obtain within a specified timeframe.

Common mistake: Listing a desired designation (e.g., CPCU or CFA) as 'required' when the hiring manager would accept candidates currently pursuing it. This unnecessarily shrinks the qualified applicant pool.

In plain language: Specifies minimum education, years of relevant experience, technical skills, and domain knowledge the candidate must demonstrate to be considered.

Common mistake: Setting experience thresholds that inadvertently screen out protected classes under EEOC guidelines — for example, requiring '10+ years of experience' for a role a 7-year professional could perform. Apply a business necessity test to every requirement.

In plain language: Lists skills, credentials, or experience that would make a candidate stronger but are not disqualifying if absent.

Common mistake: Blending required and preferred qualifications into a single list. Candidates cannot distinguish what is mandatory, which leads to underqualified applications and missed referrals from qualified candidates who self-screened out.

In plain language: States the salary range, bonus or incentive structure, benefits eligibility, employment classification (exempt/non-exempt), and schedule.

Common mistake: Omitting the salary range entirely in jurisdictions (Colorado, New York, California, Illinois) where pay transparency laws require disclosure in job postings — exposing the employer to regulatory penalties and reputational risk.

In plain language: A legally required declaration that the employer does not discriminate on the basis of protected characteristics and, where applicable, invites accommodation requests.

Common mistake: Using a boilerplate EEO statement that does not include all protected categories required in the employer's operating jurisdictions. State and provincial laws often add protections beyond federal minimums — e.g., sexual orientation and gender identity in Canada and many US states.

An underwriter job description is a formal document that defines the duties, qualifications, licensing requirements, decision authority, and compensation parameters for an underwriting role. It serves as the authoritative record of what the position entails for recruitment, onboarding, performance management, and compliance purposes. A well-drafted description reduces hiring mismatches and establishes the scope of the underwriter's delegated authority from day one.

An underwriter evaluates applications for insurance policies, mortgage loans, commercial credit, or securities offerings to determine whether and on what terms the risk is acceptable. They analyze financial statements, credit reports, actuarial data, or property appraisals, then approve, decline, or modify the application within their delegated authority. The core output is a documented risk decision that balances portfolio quality against production targets.

At minimum: a bachelor's degree in finance, business, or a related field; a specified number of years of experience in the relevant line of business; required licenses (state P&C license, NMLS registration, or FINRA Series 79, depending on the role); and proficiency in the firm's underwriting or loan origination system. Designations such as CPCU, AU, or CMB are typically listed as preferred rather than required unless the role specifically demands them.

In several US states — including Colorado, New York, Washington, and California — and in some Canadian provinces, employers are legally required to include a salary range in job postings. Even where not legally mandated, including a range is increasingly expected by candidates and reduces time spent on mismatched offers. Review the pay transparency laws in every jurisdiction where the role will be posted or worked before publishing.

License requirements vary by line of business. Insurance underwriters typically need a state-issued Property and Casualty or Life and Health license in every state where they bind coverage. Mortgage underwriters may need an NMLS Mortgage Loan Originator license depending on their exact function and employer type. Securities underwriters at investment banks typically require a FINRA Series 79 (Investment Banking Representative) license. The job description should specify required licenses by jurisdiction.

Binding authority is the delegated limit up to which an underwriter can approve risk or commit the employer without senior sign-off. Including it in the job description sets expectations before hire, aligns the role with internal underwriting policy, and provides the performance framework for escalation training. Omitting it consistently leads to unauthorized commitments or excessive referrals to management that slow production.

A job description defines the role's scope, duties, and qualifications — it is typically incorporated by reference into an employment contract but does not on its own create binding contractual obligations regarding compensation, termination, or IP. An employment contract governs the legal relationship, including non-compete, confidentiality, severance, and governing law. For regulated underwriting roles, both documents should be executed before the employee's first day.

Yes, where the system is a genuine job requirement. If the underwriter must use a specific platform — such as Guidewire, Encompass, Salesforce Financial Services Cloud, or a proprietary loan origination system — list it in the required or preferred qualifications. This reduces onboarding time and signals to experienced candidates that proficiency will be tested. Avoid listing systems that are interchangeable or where training is provided regardless of prior experience.

At minimum, the federal EEO statement covering race, color, religion, sex, national origin, disability, age, and veteran status. Many states and all Canadian provinces add protected categories such as sexual orientation, gender identity, marital status, and source of income. The safest approach is to use a master EEO statement that covers the superset of all applicable categories across your recruiting jurisdictions and review it annually as legislation changes.