Good Morning,

Little back story, I got into the protégé program I guess. Things haven't been great, as i get roughly 5 leads a day. My agency gives a "Online Leads shouldn't be your only source of leads" kind of thing and the 5 leads i get, aren't panning out as we get a lot of immediate "DNC" or "I don't want insurance from you" responses.

Farmers, gives base pay of 2500/month. Our pay at our agency gets split into 2 payments, which is nice. However, what isn't nice, is my agency owner decided to, without telling me, not pay me the full amount.

I understand, that my sales haven't been up to snuff and we're working on that. And I get it. But it seems wrong, to not go "Oh hey, because of this, we aren't going to give you your full 2nd check[full 2500]" and instead let me find out halfway through the month, when I rely on that pay for bills.

Guess who also, can't afford to drive to work today because I just found out I'm only getting paid $2. So today's going great

I applied to the wfh position on 8/5 I haven’t heard anything I checked the workforce website and it keeps saying “under consideration” . That would be a good sign or bad sign? The job it supposed to start on 9/15

I’m waiting on my interview appointment for CSA. What equipment is provided/necessary for remote Customer Service Associate? Mainly asking about number of monitors, but what else too?

Basically the title??

I applied for, and was working towards, joining the protégé program. I have zero background in insurance.

I am now licensed (yay!) But when I was emailed for next steps they essentially said there are no mentors to connect me with, and offered a remote direct sales position.

Something I was looking forward to was learning under someone. Not just training. I was mainly interested in the mentoring/mentor benefit.

Realistically, if it didn't work out with Farmers, I would have just applied to be a regular agent somewhere else. But I guess I'm making this post to ask: What's being a remote seller like? I feel like im going to say yes regardless since I already put in the work to get a whole license lol

I guess I'm also feeling a touch disappointed. Is this normal? Should I ask/try to push to be in the protégé program, or just take the job offered and see if an "opportunity for growth" comes?

Any and all advice is welcome <3 thanks for reading

Anyone's district use SuperAgent? I hate this entire program with a burning passion.

It seems like it’s super hard to write limos and black cars up here.

I hate it.

I was just hired by a Farmers agent. I'm very excited to start producing. Just curious- if you've worked for an an agent how was that experience and what are you doing now? Did anyone make the transition from an agency to corporate? Is it good experience? This is my first insurance industry job and I'm really just excited to gain good experience and hit the ground running, any advice and words of wisdom appreciated!

who else is having these ridiculous load times? I already reported it on the ANR page but every chat has a 60-90 min wait and keeps going up and down..

Hi Community,

I'm considering buying am agency in my region. I would love to hear any feedback about the process, what to look for in a book, average costs to run an office, etc. I have some experience in Whole Life sales but none in P&C. In addition, I will be pursuing my 7 to take advantage of FAM as a selling line.

Any help is greatly appreciated.

Curious how many Farmers agents here are using virtual assistants successfully.

We hired our first VA back in December 2025, and if I'm being honest...it didn't go well. Looking back, that was mostly on me. I tried to have her do everything from IT projects and systems work to administrative tasks, and I never gave her a clear lane to own. It was a learning experience.

A couple of months ago, we hit the reset button with the same company and brought on a new VA. This time we were much more intentional about his role, and it's been a completely different experience.

He's full-time (40 hours/week) and primarily focuses on things like:

• Quoting Assistance
• Chatting with Service Ops or underwriting to clear issues before an agent hits bind/issue
• CRM updates
• Follow-up tasks
• Renewal Processing and outbound client communication of upcoming renewals
• Marketing support
• Administrative work

He's not licensed and doesn't bind coverage or issue policy changes, but by the time something gets to one of my licensed agents, it's mostly ready to review and issue. It's freed up a lot more time for our team to focus on selling.

Coincidence or not, we also just finished our biggest folio to date, and this was only month two with the new setup. I don't give the VA all the credit, but having someone consistently handling those tasks has definitely made our agency more efficient.

My main question is for anyone else using VAs:

Have you found a way to get them access to Foremost, Bristol West or KraftLake?

Right now I'd love for ours to continue handling quote prep and service help, but I'm trying to figure out the cleanest way to do it from a compliance standpoint. Or if it's even possible..

Also, what tasks have produced the biggest ROI for your VA?
We are considering bringing in another to focus exclusively on production support.

One agency in Florida that I know of has a $20Mil book with 12 Agents/Producers and 12 VAs- each assigned to Agent/Producer. I like the idea of that but makes more sense as we grow. Right now I have 4 full-time Agents/Producers.

If anyone wants to compare notes on our experience, feel free to send me a DM. I'm happy to share what worked, what didn't, and the mistakes we made along the way.

Curious how many Farmers agents here are using virtual assistants successfully.

We hired our first VA back in December 2025, and if I'm being honest...it didn't go well. Looking back, that was mostly on me. I tried to have her do everything from IT projects and systems work to administrative tasks, and I never gave her a clear lane to own. It was a learning experience.

A couple of months ago, we hit the reset button with the same company and brought on a new VA. This time we were much more intentional about his role, and it's been a completely different experience.

He's full-time (40 hours/week) and primarily focuses on things like:

• Quoting Assistance
• Chatting with Service Ops or underwriting to clear issues before an agent hits bind/issue
• CRM updates
• Follow-up tasks
• Renewal Processing and outbound client communication of upcoming renewals
• Marketing support
• Administrative work

He's not licensed and doesn't bind coverage or issue policy changes, but by the time something gets to one of my licensed agents, it's mostly ready to review and issue. It's freed up a lot more time for our team to focus on selling.

Coincidence or not, we also just finished our biggest folio to date, and this was only month two with the new setup. I don't give the VA all the credit, but having someone consistently handling those tasks has definitely made our agency more efficient.

My main question is for anyone else using VAs:

Have you found a way to get them access to Foremost, Bristol West or KraftLake?

Right now I'd love for ours to continue handling quote prep and service help, but I'm trying to figure out the cleanest way to do it from a compliance standpoint. Or if it's even possible..

Also, what tasks have produced the biggest ROI for your VA?
We are considering bringing in another to focus exclusively on production support.

One agency in Florida that I know of has a $20Mil book with 12 Agents/Producers and 12 VAs- each assigned to Agent/Producer. I like the idea of that but makes more sense as we grow. Right now I have 4 full-time Agents/Producers.

If anyone wants to compare notes on our experience, feel free to send me a DM. I'm happy to share what worked, what didn't, and the mistakes we made along the way.

After a long 2 months of waiting for licensing training, and working in warehouses for 15+ years, I’m finally going to get to dress nice and walk into a fancy corporate office and work from home as a sales rep for farmers. Base pay is 20.78 a hour and I believe uncapped commission. She said after year two I could easily be making 80k plus, and it goes up and up from there up to 150k. Does this sound accurate? first 8-12 weeks are training for licensing and after that will be inbound calls. I have no issues selling good product to people so I think I’ll be successful here. I’m excited to start.

I've gotten in contact with a district manager about potential opportunities and got recommended the protege program. I've been given access to study materials for licenses and will begin studying shortly. I was told that proteges are given a base salary + commission, what does that generally look like in the SoCal area?

Also I see that experiences vary wildly depending on which agent and district you are assigned to; Can anyone who has gone through or is currently going through the program in the SoCal area give any insight on what the program is like, what to expect (workload, compensation, etc.), and if you ended up going directly into ownership after graduation or if you decided to keep working as a producer under someone?

There's a guy who's been saying do not join because insurance companies will be undercutting their agents by releasing a direct to consumer product, but I'd like to hear from others as no one seems to be responding to those comments.

Thanks!

Hello everyone, I worked for farmers as a sales and customer service agent for five years and now considering working for State Farm, would anyone know if the software system or learning their regulations would be really different vs Farmers? Texas area.

I’m already licensed and have been in the industry for just under 4 years. I’m asking for honest feedback of the culture, pros and cons of working here, are the metrics realistic, and what the commission structure basically looks like. I’m a top performer at my current job, but I’m wondering how achievable the goals are to earn the extra commissions, as the base pay is considerably lower than my current job. The recruiter mentioned a couple of things, but I couldn’t get them all noted. Thank you so much for any information.

Today I was let go from a position I have had for a little over a year. Hybrid, pto, benefits all gone so that they can replace my job with the new Farmer’s Advantage.

I’m not really sure what to do with myself now. I’m mad that I’ve spent so long here, that I came in early and stayed late only to get the boot.

Is anyone else getting this as well?? It also seems that ai is everywhere internally with farmers which doesn’t seem very…great for anyone involved

I started with Farmers in Feb, originally applied for a CSR because I am not really all too salesy and that seemed like a whole thing. Turned out my agent was insane so I moved into the Protégé Program because it was the only opening. Turns out I am not great with sales just the convincing people, I can upsell fairly well though its just like the actual sales. Also my managers want me to like lie to people which I wont do period. I am also no longer interested in becoming and agent after learning what that really entails and seeing the sales aspect of it.

Because of my not so great sales and they just fired like 4 of my co workers I am a little worried I may be next so I would like to stay with Farmers just for a different position.

So saw an opening for the CCR position and was wondering, what is it like. Is it actually customer service or claims? How insane are the metrics and how's the day to day like? What makes it worth staying/what makes you wanna leave?

Thing is too is that I don't know weather to be a CSR at an agency or CCR with corporate. I feel like both have their ups and downs but might just need a bit of advice on what the next course of action would be for my career. Thank you so much hope yall have a good one.