I can teach anyone to sell insurance.

I can teach product knowledge, presentation skills, objection handling, closing techniques.

But I can’t teach hunger.

And hunger is the most important quality in this business.

That’s why I only hire hungry agents. And that’s why my team consistently outperforms teams with more experienced agents.

Here’s how to spot hunger and why it matters more than experience.

What Hunger Actually Looks Like

Hunger isn’t just wanting to succeed. Lots of people want to succeed.

Hunger is being willing to do whatever it takes to succeed.

Hungry agents show up early and stay late. They make more calls than required. They practice their scripts on weekends. They ask for feedback constantly. They implement suggestions immediately. They never make excuses for poor results.

Hunger is visible in their actions, not just their words.

The Difference Between Hungry and Desperate

I need to be clear about something: there’s a difference between hungry and desperate.

Desperate agents need this to work because they’re out of options. Hungry agents want this to work because they see the opportunity.

Desperate agents often quit when things get hard because they’re operating from fear. Hungry agents push through challenges because they’re operating from ambition.

I look for agents who want to win, not agents who are afraid to lose.

Why Experience Can Be Overrated

Most managers hire for experience first.

They want agents who’ve already sold insurance, who know the products, who have existing client bases.

But I’ve learned that experience can actually be a disadvantage.

Experienced agents often have bad habits that are hard to break. They think they know everything and resist coaching. They’ve developed their own systems that might not align with yours. They sometimes lack the urgency that drives new agents.

Give me a hungry new agent over a complacent experienced agent every time.

The Hunger Indicators I Look For

When interviewing potential agents, I look for specific indicators of hunger:

They ask about earning potential before asking about benefits. Hungry agents are focused on income opportunity.

They want to start immediately. They don’t need weeks to “think about it” or “get their affairs in order.”

They ask detailed questions about expectations. They want to know exactly what’s required to succeed.

They have clear financial goals. They know why they need to earn a specific amount of money.

They’ve already started learning. They’ve researched the company, the products, and the industry.

The Questions That Reveal Hunger

I ask specific questions designed to reveal hunger:

“What’s driving you to make a change in your career right now?” “What would earning $100K a year mean for you and your family?” “How many hours a week are you willing to work to build this business?” “What sacrifices are you prepared to make to succeed?” “Tell me about a time you had to work harder than everyone else to achieve something.”

The answers reveal whether they’re truly hungry or just looking for an easy opportunity.

Why Hungry Agents Learn Faster

Hungry agents are coachable.

They don’t argue with training. They absorb it. They don’t make excuses for poor performance. They ask how to improve. They don’t resist feedback. They welcome it. They don’t defend their current methods. They’re eager to learn better ones.

This coachability allows them to improve faster than experienced agents who think they already know everything.

The Activity Level of Hungry Agents

Hungry agents consistently outwork everyone else.

They make more calls. They work longer hours. They follow up more consistently. They prospect more aggressively. They never have to be motivated to take action.

This higher activity level leads to faster results, which builds confidence and creates positive momentum.

How to Maintain Hunger in Your Team

Hunger can fade if you’re not careful to maintain it.

Here’s how I keep my team hungry:

Set bigger goals regularly. As soon as they hit one goal, give them a bigger one.

Share success stories constantly. Let them see what’s possible for people like them.

Create competition. Nothing maintains hunger like healthy competition with peers.

Provide clear advancement paths. Hungry people need to see how they can grow within your organization.

Celebrate progress, not just results. Recognize effort and improvement, not just sales numbers.

The Danger of Hiring Only for Skills

Skills can be taught. Character can’t.

If you hire someone with great sales skills but no hunger, they’ll produce at whatever level feels comfortable to them.

If you hire someone with hunger but limited skills, they’ll work until their skills match their ambition.

Which person would you rather have on your team?

Red Flags That Indicate Lack of Hunger

During interviews, I watch for red flags that indicate lack of hunger:

They focus on work-life balance before discussing income potential.

They ask about vacation time and benefits before asking about training and support.

They want part-time opportunities or flexible schedules.

They have a history of job-hopping without clear advancement.

They make excuses for past failures instead of taking responsibility.

These aren’t necessarily bad people, but they’re not the right fit for a results-driven organization.

How Hunger Transfers to Results

Hungry agents get results because they outwork their competition:

They make 100 calls while others make 50. They follow up persistently while others give up after one attempt. They study product knowledge while others wing it. They practice presentations while others hope for the best. They work weekends while others take them off.

This extra effort compounds over time and creates significant competitive advantages.

The Multiplication Effect

Hunger is contagious.

When you have hungry agents on your team, they influence others to work harder.

They set the standard for activity and performance. They make excuses look foolish by comparison. They create a culture where hard work is normal, not exceptional.

One hungry agent can elevate the performance of an entire team.

What I Tell Hungry Agents

When I identify truly hungry agents, here’s what I tell them:

“I can teach you everything you need to know about selling insurance. But I can’t teach you to want it more than everyone else. You already have the most important quality for success in this business.”

This validation of their hunger often motivates them to work even harder.

How to Develop Your Own Hunger

If you’re an agent reading this, here’s how to develop and maintain hunger:

Set goals that scare you. Comfortable goals don’t create hunger.

Connect your goals to your why. Know why you need to achieve what you’re after.

Surround yourself with other hungry people. Hunger is contagious in both directions.

Celebrate small wins. Build momentum by recognizing progress.

Never get too comfortable. As soon as you feel comfortable, set bigger goals.

The Bottom Line

I’d rather have a team of hungry beginners than experienced agents who’ve lost their edge.

Hunger drives activity. Activity drives results. Results drive income.

Everything else can be taught, but hunger comes from within.

If you’re building a team, prioritize hunger over everything else.

If you’re an agent, make sure your hunger is visible to anyone who might want to hire or work with you.

Because in this business, hungry agents eat first.