Less licensing friction
Instead of sending candidates into a confusing process, you can direct them to one online education path built around the Florida 6-20 license and the ACA designation route.
24 Apr
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Build a stronger adjuster team with job-ready 6-20 candidates
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For employers and team leaders
You already know what a great adjuster looks like. This page is built for carriers, independent firms, and public adjuster offices that need a faster, cleaner path to recruit, train, and license new adjuster candidates in Florida.
40-hour Florida-approved ACA path
Online and self-paced
Built to support exam-waiver licensing
Why this works for already-licensed adjusters who are hiring
If you are growing a claims team, opening a public adjuster office, or preparing for storm volume, you do not need more résumés. You need candidates who can complete the licensing path with less hand-holding and walk in with real claims vocabulary, core coverage knowledge, and a stronger understanding of Florida requirements.
Better candidate follow-through
Completion tells you something important: this person can learn independently, finish structured training, and stay on track through the first phase of onboarding.
Faster staffing before surge season
When claim volume rises, every avoidable delay hurts. A more direct training-to-license path helps you build capacity sooner.
What candidates learn
Not just a license. A better starting point.
Good hiring managers care about readiness, not just compliance. This course is built to help candidates understand the fundamentals they will actually hear, see, and use once they join your team.
- Property, auto, and liability coverage basics.
- Policy structure, exclusions, and claim handling fundamentals.
- Florida statutes, regulations, and adjuster expectations.
- Investigation basics such as documentation, photos, statements, and estimates.
- Ethics, professionalism, and settlement process awareness.
Hiring workflow
How to use this page as part of your recruiting funnel
This is the cleanest message for experienced adjusters, team leads, and firm owners: send promising candidates to one training path, measure completion, then move the strongest applicants into interviews, apprenticeships, or structured onboarding.
Step 1: Pre-screen for fit
Focus on communication, professionalism, schedule flexibility, and willingness to complete licensing steps. This keeps your team from spending time on candidates who are not serious.
Step 2: Send qualified candidates to the course
Use the course as your baseline training requirement before final hiring or as part of a conditional offer for trainee-level adjuster roles.
Step 3: Track course completion and next licensing steps
When a candidate completes the ACA designation course and final exam, they are positioned to move through the remaining Florida licensing steps with less confusion.
Step 4: Onboard job-ready candidates faster
Bring them into your internal workflows, estimating platforms, file handling standards, and customer communication processes with a stronger baseline already in place.
Who this page is for
Carrier hiring teams
Use it to support trainee adjuster recruiting, storm staffing, and candidate development for desk or field roles.
Independent adjusting firms
Use it to create a feeder system for new adjusters who can grow into deployment, inside claims, or specialty assignments.
Public adjuster offices
Use it to identify candidates who may later move into apprenticeship and long-term public adjusting career paths.
Common questions
FAQs for hiring managers
Does this help reduce delays in the licensing process?
Yes. The course is built around the Florida-approved ACA designation path, which is commonly used to simplify the 6-20 process for eligible candidates.
Can working adults realistically complete it?
Yes. The course is online and self-paced, which makes it a practical option for career changers, veterans, and candidates balancing current jobs or family obligations.
What does completion tell me as an employer?
It shows commitment, follow-through, and the ability to absorb structured claims education before you invest more deeply in onboarding.
Can this support long-term team growth?
Absolutely. Many firms can use this as the front end of a repeatable recruiting and development pipeline instead of treating every new hire as a one-off training project.
Next step
Use this course as the first filter in your adjuster hiring pipeline.
If you already hold an adjuster license, you understand the difference between a warm lead and a serious candidate. Send applicants here first, then spend your interview and onboarding time on the people who actually complete the process.