Property Claims Manager

We need to output HTML fragment with sections: About the role? Actually we have "Who We Are", "Position Summary", "Key Responsibilities", "Required Qualifications", "Preferred Qualifications", "Our Interview Process", "What's In It For You", "Work Authorization". According to rules: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should map headings accordingly. We must not repeat job title as heading. We must not include Job ID etc. Remove boilerplate, navigation, EEO, etc. Also we must include a section only when posting has real specific content. So we need sections: About the role? Could be "Who We Are" maybe as About the role? But they said use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can use those exact headings if content matches. Let's map: - About the role: Could combine "Who We Are" and "Position Summary". Provide description. - Responsibilities: "Key Responsibilities". - Requirements: "Required Qualifications". - Qualifications: Could be "Preferred Qualifications" maybe as Qualifications? But they have separate "Qualifications" heading. Could treat "Preferred Qualifications" as Qualifications? Or we could have both Required and Preferred under Qualifications? But they said use headings like Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can have Requirements (Required Qualifications) and Qualifications (Preferred Qualifications). Or we could have Skills separate? Not needed. - Benefits: "What's In It For You" includes benefits and also salary (Pay). So we need Benefits and Pay sections. The posting includes salary range and benefits. So we create Benefits section with list of benefits (health insurance, dental, vision, life, FSA/HSA, 401k match, PTO, holidays, stipend). Pay section with salary range. - Schedule: Not mentioned (remote). Could we infer schedule? Not given. Should not create Schedule unless present. So omit. - Also maybe include "Interview Process" as a section? Not in prescribed headings but we could include as a section if we want, but rule: Prefer a few substantive sections over many thin ones. Could include Interview Process as a section with heading maybe "Interview Process". But they didn't list that as allowed heading; they gave examples but not exclusive? It says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). The "e.g." suggests those are examples, not exhaustive. So we can add other headings like Interview Process if needed. However they said prefer a few substantive sections over many thin ones. Interview Process is substantive; we could include. - Work Authorization: also substantive; could include as a section maybe "Work Authorization". Could be under Requirements? But it's separate. We need to preserve all substantive information. So we should include all content: Who We Are, Position Summary, Key Responsibilities, Required Qualifications, Preferred Qualifications, Our Interview Process, What's In It For You (benefits + salary), Work Authorization. We must not include boilerplate like cookie/navigation/legal/EEO etc. There's none. We must not repeat job title as heading. The job title is Property Claims Manager; we must not put that as heading. We must not put Job ID/requisition numbers as headings; none. We must output only HTML fragment, no /, no markdown fences. We need to use

for section headings. Use

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  for prose. We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep details like numbers, specifics. Let's craft sections:

  About the role

  Through a partnership-based approach, Coterie helps insurance professionals unlock untapped revenue in the small commercial space. With an innovative quoting platform that delivers accurate pricing and bindable quotes in less than one minute, Coterie makes small business insurance effortless. We are on a mission to build and foster a world-class team to bring speed, simplicity, and service to commercial insurance. We value integrity, humility, passion, and intelligence. If you want to push yourself and reshape a $200B+ market, we’re excited to talk to you!

  Coterie is redefining how small businesses experience insurance, and we are looking for a Property Claims Manager, to lead and elevate our property claims handling. This is a critical leadership role responsible for the oversight of first party property claims handling. In this leadership role, you’ll oversee internal and external vendor performance, facilitate the resolution and management of complex and volume losses, manage vendors, and drive strategic improvement across the Property portfolio. You'll work cross-functionally with internal stakeholders and external partners to drive best-in-class outcomes and ensure strategic, compliant, and efficient resolution strategies are implemented.

  That covers Who We Are and Position Summary. Next Responsibilities:

  Responsibilities

  • Provide strategic oversight and technical direction for first-party property claims, including accelerated, large, and/or high-exposure losses.
  • Monitor and manage third-party administrator (TPA) performance, including audits, performance scorecards, escalation handling, and process adherence.
  • Support adjusters and partners on coverage analysis, coverage determination, subrogation, and resolution strategy.
  • Refine and maintain reserve best practices, authority levels, and resolution thresholds for the portfolio.
  • Coordinate with legal partners on strategy, ADR, and litigation management, including file-level and panel oversight, where applicable.
  • Lead initiatives to improve claims workflows, quality assurance programs, and performance analytics.
  • Support key internal and external reporting requirements related to trends, large loss monitoring, and exposure tracking.
  • Provide claims insights to leadership, internal product and underwriting teams to improve risk selection, policy language, and endorsement strategy.
  • Identify jurisdictional risk trends, legal/regulatory developments, and case law that may impact claim outcomes.
  • Contribute to enterprise risk management practices.
  • Engage with team members to monitor file handling trends, ensure compliance with resolution strategy, and participate in governance sessions and training reviews with staff.
  • Manage and facilitate the adjusting of commercial claims, including large, complex, and volume losses, across the adjusting team.
  • Oversee adjusters, TPAs, and/or vendors, ensuring best practices.
  • Track, report on, and/or analyze KPIs, quality, and compliance against internal standards.
  • Lead complex coverage issues and coordinate with counsel, where appropriate.
  • Collaborate with Underwriting and Product on risk and form strategy.
  • Oversee catastrophe (“CAT”) response and field vendor coordination.
  • Drive subrogation and/or risk transfer strategy.
  • Identify trends, manage and/or align with QA review participation, and support training.
  • Provide reporting and pertinent information to senior management.
  Next Requirements:

  Requirements

  • 7+ years in subject matter specific claims in a desk adjusting environment (MGA, insurer, or TPA environment).
  • Experience managing desk adjusting, property claims teams.
  • Experience managing a team or directly handling field adjusting, property claims teams/vendors.
  • Demonstrated success in managing TPAs, counsel, and claims vendors.
  • Advanced knowledge of property coverage forms, claim management strategies, and jurisdictional nuances.
  • Strong leadership, analytical, and communication skills, with the ability to influence across functions.
  • Adept at claim system tools, diary management, and performance tracking in a remote-first environment.
  Next Qualifications (Preferred):

  Qualifications

  • College degree
  • Insurance designations
  • Experience supporting a business through explosive growth
  • Experience in QA, Continuous Process Improvement, UX/UI, Design Thinking, Lean, Agile, Project Management, and/or Product Ownership
  • Bilingual (Spanish, Mandarin, Korean, Arabic, etc.)
  Next Interview Process:

  Interview Process

  Our hiring process generally consists of 4 phases. The goal is to provide an opportunity for us to learn more about our candidates while allowing them to get to know us as well!

  1. Phase 1: Qualified candidates will first meet with a member of our People Operations team for a phone interview. This discussion is a high-level conversation to understand more about your background and interests and for us to share more about Coterie and the position.
  2. Phase 2: Selected candidates will be invited to meet with our Hiring Manager for a 2nd interview via Teams video. This interview is designed to be more detail oriented and allows you to learn more about the role and expected to be 30 minutes in length.
  3. Phase 3: Top candidates will be invited to participate in a team and experiential interview process. This stage includes an experiential exercise that will be provided in advance, followed by a 1-hour interview with the hiring team. Candidates may also meet with additional members of the Claims team. The entire interview series is expected to take approximately 1-2 hours.
  4. Phase 4: Final candidates will receive an invite to our final interview with a member of our senior leadership team, expected to be 30 minutes in length.
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          Interview Process

          Our hiring process generally consists of 4 phases. The goal is to provide an opportunity for us to learn more about our candidates while allowing them to get to know us as well!

          • Phase 1: Qualified candidates will first meet with a member of our People Operations team for a phone interview. This discussion is a high-level conversation to understand more about your background and interests and for us to share more about Coterie and the position.
          • Phase 2: Selected candidates will be invited to meet with our Hiring Manager for a 2nd interview via Teams video. This interview is designed to be more detail oriented and allows you to learn more about the role and expected to be 30 minutes in length.
          • Phase 3: Top candidates will be invited to participate in a team and experiential interview process. This stage includes an experiential exercise that will be provided in advance, followed by a 1-hour interview with the hiring team. Candidates may also meet with additional members of the Claims team. The entire interview series is expected to take approximately 1-2 hours.
          • Phase 4: Final candidates will receive an invite to our final interview with a member of our senior leadership team, expected to be 30 minutes in length.
          Next Benefits and Pay. We have benefits list: 100% remote, Health insurance through Aetna (we pay 100% of premiums), Dental and vision insurance through Guardian (we pay 100% of premiums), Basic life insurance (we pay 100% of premiums), Access to flexible spending account (FSA) or health savings account (HSA) (for those using HSA eligible plans), 401K plan (up 4% match