How to Apply to Aon

10 min read Last updated April 20, 2026 1309 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Aon is one of the world's three largest insurance brokers and consulting firms, with roughly 50,000 colleagues, dual headquarters identity (Dublin legal HQ, London operational hub), and a strategy organized around Risk Capital and Human Capital segments under the Aon United banner.
  • All applications flow through jobs.aon.com on the Workday platform; tailor your resume with practice-specific keywords and ATS-friendly formatting, and create a Workday profile carefully because it is reused across every future Aon application.
  • Expect a multi-stage funnel: recruiter screen, online assessments (often Aon Assessment Solutions products like scoutThink, gridChallenge, and scoutSwitch), HireVue or Teams digital interview, panel interviews with peers, and a final round with a senior leader.
  • Behavioral interviews are mapped to a published Leadership Model; prepare six to eight STAR stories covering client value, Aon United collaboration, accountability, innovation, inclusive leadership, and integrity, and expect identical questions across panelists by design.
  • Technical depth matters for actuarial, broking, cyber, M&A, wealth, and analytics roles; bring concrete examples of pricing, reserving, capital modeling, plan design, cyber quantification, or analytics dashboards rather than abstract claims of competence.
  • Credentials accelerate offers: Series 6 or 7, P&C and L&H licenses, ACAS or FCAS, FIA or FFA, ACII, CEBS, GBA, CFA, FRM, CISSP, and Aon's own internal certifications all signal commitment and are frequently listed as preferred or required on postings.
  • Aon invests heavily in early careers through the Aon Apprenticeship Program (U.S., U.K., Ireland) and graduate schemes; these are competitive but offer paid full-time work, sponsored degrees or professional exam support, and rotational exposure across practices.
  • Compensation includes base salary, an annual performance bonus tied to individual, team, and firm metrics, the Aon Employee Stock Purchase Plan, robust health and retirement benefits, and increasingly flexible hybrid working arrangements that vary by office and practice.
  • The 2024 acquisition of NFP and ongoing investment in the Aon Client Leader model and analytics platforms are reshaping the firm; candidates who reference these strategic initiatives credibly during interviews stand out from those who only research generic Aon facts.

About Aon

Aon plc is a leading global professional services firm headquartered in Dublin, Ireland, with a major operational hub in London and offices in more than 120 countries. With approximately 50,000 colleagues serving clients in over 120 countries and sovereignties, Aon provides a broad range of risk, retirement, and health solutions designed to help organizations and individuals make better decisions about volatility and human capital. The firm traces its modern roots to the 1982 merger that formed Combined International Corporation under Patrick G. Ryan and the 1987 acquisition of Ryan Insurance Group, which produced the Aon name (derived from a Gaelic word meaning 'oneness') in 1987. Today Aon is publicly traded on the New York Stock Exchange under the ticker AON and consistently ranks among the largest insurance brokers in the world alongside Marsh McLennan and Willis Towers Watson. Aon operates through two reportable segments: Risk Capital, which combines Commercial Risk Solutions and Reinsurance Solutions, and Human Capital, which combines Health Solutions and Wealth Solutions (including retirement and investments). The 2021 attempted merger with Willis Towers Watson was abandoned after U.S. Department of Justice antitrust opposition, and Aon subsequently acquired NFP in 2024 for approximately $13 billion to expand its middle-market presence in the United States. The firm's 'Aon United' operating model emphasizes connected client teams, shared analytics, and a single-firm culture that crosses geographies and practice lines. For candidates, Aon represents an opportunity to work at the intersection of insurance, actuarial science, data analytics, technology consulting, and human capital strategy. Roles span broking, underwriting, actuarial pricing, captive management, cyber risk consulting, M&A advisory, retirement plan design, health and benefits brokerage, executive compensation, talent assessment, and a growing slate of technology and data science positions inside Aon's analytics and digital platforms. Aon is recognized for the Aon Apprenticeship Program in the U.S. and U.K., a multi-year early-career path that combines paid full-time work with sponsored degree study, and for graduate programs that rotate analysts through risk and human capital practices. Aon's stated strategy under CEO Greg Case emphasizes 3x3 leadership themes, the Aon Client Leadership model, and continued investment in proprietary data assets such as the Risk Analyzer suite and the Aon Human Capital benchmarking databases.

Application Process

  1. 1
    Search and apply through the official Aon careers site at jobs

    Search and apply through the official Aon careers site at jobs.aon.com, which is powered by the Workday recruiting platform; create an Aon careers profile, upload a resume, and complete the structured application form including work authorization and EEO questions.

  2. 2
    Initial screening is conducted by an Aon Talent Acquisition recruiter, typically

    Initial screening is conducted by an Aon Talent Acquisition recruiter, typically a 20-30 minute phone or Microsoft Teams call covering motivation for Aon, relevant experience, salary expectations, and visa or relocation logistics; recruiters often request a current CV and a short writing sample for analyst-level roles.

  3. 3
    Online assessments are common for graduate, intern, and apprentice roles and may

    Online assessments are common for graduate, intern, and apprentice roles and may include a situational judgment test, a numerical reasoning test, a personality questionnaire, and Aon's own Aon Assessment Solutions products such as scoutThink, scoutSwitch, and gridChallenge, all of which are mobile-friendly and untimed within reason.

  4. 4
    A digital interview round on HireVue or Microsoft Teams typically follows, featu

    A digital interview round on HireVue or Microsoft Teams typically follows, featuring three to five recorded behavioral questions tied to Aon's Leadership Model competencies (client value, collaboration, accountability, innovation, and inclusive leadership) with 30 seconds to prepare and two to three minutes to answer each question.

  5. 5
    Final-round interviews are usually held with the hiring manager and two to four

    Final-round interviews are usually held with the hiring manager and two to four future colleagues, conducted virtually or onsite at an Aon office, and combine competency-based questions, a technical or case component (actuarial calculations, broking scenarios, consulting cases, or coding exercises depending on the role), and a values fit conversation.

  6. 6
    Reference checks, background screening through HireRight or a regional equivalen

    Reference checks, background screening through HireRight or a regional equivalent, and FINRA fingerprinting (for U.S. roles touching securities) are completed after a verbal offer is extended; a written offer, benefits summary, and Aon code of conduct package follow within five business days.

  7. 7
    Onboarding spans a structured 30-60-90 day plan that includes Aon University e-l

    Onboarding spans a structured 30-60-90 day plan that includes Aon University e-learning, mandatory compliance training (anti-bribery, data privacy, conflicts of interest), introduction to the Aon Client Promise, and assignment of a buddy and a people leader; new joiners typically attend a regional Welcome to Aon week within their first quarter.

Resume Tips for Aon

recommended

Lead with a concise professional summary that names the Aon practice you are tar

Lead with a concise professional summary that names the Aon practice you are targeting (Reinsurance Solutions, Health Solutions, Wealth Solutions, Cyber Solutions, or Aon Inpoint) and ties two or three accomplishments directly to that domain rather than offering a generic objective statement.

recommended

Quantify every bullet point with insurance-relevant metrics such as premium volu

Quantify every bullet point with insurance-relevant metrics such as premium volume managed, retention or renewal rate, loss ratio improvement, accounts in book, GWP placed, actuarial reserves analyzed, plan participants served, or basis-point reductions in client cost; Aon recruiters scan for evidence of measurable client impact.

recommended

Foreground licenses and credentials in a dedicated section near the top: Propert

Foreground licenses and credentials in a dedicated section near the top: Property and Casualty broker license by state, Life and Health license, Series 6 or 7, FINRA SIE, ACAS or FCAS for actuaries, FIA or FFA for U.K. actuaries, ACII or ACA for insurance and accounting, CEBS, GBA, RPA, CFA, FRM, PMP, or CISSP for cyber roles.

recommended

Use Aon-aligned language such as 'risk transfer,' 'alternative risk financing,'

Use Aon-aligned language such as 'risk transfer,' 'alternative risk financing,' 'captive feasibility,' 'enterprise risk management,' 'defined contribution governance,' 'global benefits management,' 'M&A diligence,' 'cyber quantification,' and 'analytics-led broking' to mirror the vocabulary on jobs.aon.com job descriptions.

recommended

Highlight technology fluency that supports Aon's analytics agenda: Excel modelin

Highlight technology fluency that supports Aon's analytics agenda: Excel modeling, VBA, SQL, Python or R, Power BI or Tableau, ResQ or Igloo for actuaries, Workday, Salesforce, ServiceNow, and any experience with Aon proprietary platforms like Risk Analyzer, Property Risk Analyzer, or Radar.

recommended

Keep formatting strictly ATS-friendly for Workday: a single column, standard hea

Keep formatting strictly ATS-friendly for Workday: a single column, standard headings (Experience, Education, Licenses, Skills), no text boxes, no graphics, no headshot, Calibri or Arial 10-12 point, and a .docx or .pdf file under 1 MB; Workday parses .docx most reliably.

recommended

Show evidence of the Aon Leadership Model competencies through bullets that demo

Show evidence of the Aon Leadership Model competencies through bullets that demonstrate cross-team collaboration ('Aon United'), client trust building, mentorship of junior colleagues, inclusion and belonging contributions, and innovation projects such as automation, dashboards, or new product builds.

recommended

Tailor the resume to the specific job code on jobs

Tailor the resume to the specific job code on jobs.aon.com by matching at least eight to ten keywords from the posting; for client-facing broking and consulting roles, include named industry verticals you have served (financial institutions, energy, life sciences, public sector, real estate) since Aon organizes many practices by industry.

ATS System: Workday Recruiting

Aon uses Workday Recruiting as its global applicant tracking system, hosted under the jobs.aon.com domain. Workday parses uploaded resumes into structured fields (work history, education, skills, certifications) and creates a persistent candidate profile that is reused for every future Aon application. The system supports keyword-based search by recruiters, structured assessment integrations (including Aon Assessment Solutions and HireVue), and stage-gated workflow tracking. Candidates can monitor application status, withdraw applications, and receive automated email notifications at each stage.

  • Upload your resume as a .docx file rather than .pdf for the most reliable parsing into Workday fields, then verify that work history dates, employer names, and titles populated correctly before submitting.
  • Complete the Workday profile in full the first time; the form is reused on every future Aon application and partial profiles are filtered out by recruiter saved searches.
  • Mirror at least eight to ten exact keywords from the job description in your resume and skills section; Workday's search is keyword-literal and synonyms are not matched automatically.
  • List certifications, licenses, and language proficiencies in the dedicated Workday sections rather than burying them inside resume bullets, because recruiters filter on these structured fields.
  • Use a single email address across all Aon applications to maintain one unified candidate profile; duplicate profiles created with different emails fragment your history and can confuse recruiters.

Complete Workday Recruiting Resume Guide →

Interview Culture

Aon interviews are professional, structured, and notably consistent across geographies because the firm relies on a global competency framework anchored in its Leadership Model and Aon Client Promise.

Candidates should expect a calm, conversational tone rather than the high-pressure stress interviews common at some Wall Street firms; interviewers are coached to follow a written guide, take detailed notes in Workday, and score each competency on a defined scale, which means preparation pays off and unstructured charisma alone rarely carries a candidate. The standard funnel for professional hires is a recruiter screen, a hiring manager conversation, a panel of two to four future peers and stakeholders, and a final round with a regional or practice leader; for graduate and apprentice cohorts, an assessment center, often hosted virtually through Aon Assessment Solutions, replaces the panel stage and includes group case work, a written exercise, and a one-to-one interview. Behavioral questions dominate. Candidates should prepare six to eight STAR (Situation, Task, Action, Result) stories that explicitly map to Aon competencies: deliver client value, collaborate as Aon United, take accountability, lead with courage, drive innovation, and create an inclusive environment. Expect prompts such as 'Tell me about a time you turned a complex analysis into a client-ready recommendation,' 'Describe a situation where you had to influence a colleague in a different country or practice,' and 'Walk me through a time you identified a risk no one else had spotted.' Technical depth is interrogated heavily for actuarial, underwriting, broking, cyber, M&A, and analytics roles; actuaries should be ready to discuss reserving methods, IFRS 17, capital modeling, and Solvency II, while consultants may receive a case study covering plan design, vendor selection, or M&A people due diligence. Culture fit at Aon emphasizes intellectual humility, client centricity, and the ability to operate across the matrix. Interviewers consistently probe for examples of cross-border collaboration and consultative selling rather than aggressive deal-closing tactics. Dress code skews business professional for client-facing roles and business casual for technology and operations interviews; cameras-on is expected for virtual stages. Candidates routinely report that Aon interviewers ask thoughtful follow-up questions, share genuine context about the team and book of business, and make space for questions about Aon United, the integration of NFP, and the firm's analytics roadmap. Decisions are usually communicated within five to ten business days, and feedback, while sometimes brief, is generally provided when requested through the recruiter.

What Aon Looks For

  • Demonstrated client orientation and consultative judgment, with concrete examples of building trust with senior stakeholders, translating technical analysis into business decisions, and protecting long-term client relationships over short-term wins.
  • Analytical rigor backed by tools and credentials: Excel and SQL fluency at minimum, plus Python or R for analytics roles, ResQ or Prophet for actuaries, and willingness to pursue ACAS, FCAS, FIA, ACII, CEBS, CFA, or comparable professional designations.
  • Collaborative, matrix-friendly behavior aligned to the Aon United operating model, including evidence of working across geographies, practice lines, and time zones rather than operating as a lone-wolf producer or analyst.
  • Commercial acumen for revenue-generating roles such as broking, account executive, and consulting positions, including pipeline management, cross-sell into existing books, and an understanding of how Aon monetizes through commission, fees, and analytics subscriptions.
  • Risk and compliance mindset that respects regulated environments, conflict-of-interest rules, FINRA and FCA expectations, and Aon's internal anti-bribery and data privacy standards; recruiters probe for integrity stories during behavioral interviews.
  • Inclusive leadership and growth mindset, evidenced by mentoring, ERG (Aon Business Resource Group) participation, allyship, and willingness to give and receive direct feedback through Aon's continuous performance management process.
  • Technology and data fluency that supports Aon's analytics-led strategy, including comfort with Workday, Salesforce, Power BI or Tableau, and willingness to learn proprietary tools such as Risk Analyzer, Property Risk Analyzer, Radar, and the Aon Human Capital benchmarking platforms.
  • Authentic interest in insurance, risk, and human capital as a career rather than a fallback; recruiters discount candidates who cannot articulate why insurance brokerage and consulting matter, especially at the campus and apprenticeship level.

Frequently Asked Questions

What ATS does Aon use to manage applications?
Aon runs its global recruiting on Workday Recruiting, accessible through jobs.aon.com. Every application creates a candidate profile that is reused for future roles, so it is worth taking the time to fill out the work history, education, and skills sections completely the first time. Workday parses .docx files most cleanly, so upload a .docx version of your resume in addition to any .pdf you submit.
Does Aon sponsor work visas?
Aon sponsors work authorization for many specialized roles, particularly actuarial, technology, cyber, and senior consulting positions in the U.S., U.K., Ireland, Singapore, and Canada, but sponsorship is not guaranteed and is decided role by role. Apprenticeship and graduate programs are usually limited to candidates with pre-existing work authorization. The application form will ask whether you require current or future sponsorship; answer honestly because misrepresentation is grounds for offer rescission.
How long does the Aon hiring process take from application to offer?
For experienced professional hires the typical end-to-end timeline is four to eight weeks from application submission to verbal offer, with another one to three weeks for background checks and start-date negotiation. Graduate and apprentice cohorts run on fixed timelines with assessment center days, often three to five months from application opening to offer. Senior leader and partner-level searches frequently take three to six months and may involve external search firms such as Spencer Stuart or Russell Reynolds.
What is the Aon Apprenticeship Program and how do I apply?
The Aon Apprenticeship Program is a multi-year early-career path that pairs paid full-time employment at Aon with sponsored degree study, available in the United States (Chicago, Houston, Minneapolis, and other hubs), the United Kingdom, and Ireland. Apprentices work in commercial risk, health, retirement, or analytics teams while completing a bachelor's degree at a partner institution at no personal cost. Applications open in the autumn for following-year cohorts on jobs.aon.com under the Early Careers tab; the process includes online assessments, a digital interview, and an assessment center.
What kind of online assessments should I prepare for?
Aon owns Aon Assessment Solutions (formerly cut-e), so candidates frequently encounter Aon's own products: scoutThink (a gamified cognitive ability test), scoutSwitch (attention switching), gridChallenge (numerical reasoning under time pressure), and shapes (personality and work style). The assessments are mobile-optimized, take 30 to 60 minutes total, and cannot be meaningfully gamed; practice the free samples on aon.com/assessmentsolutions to learn the formats.
Is Aon a good place to start an actuarial career?
Yes. Aon's Health Solutions, Wealth Solutions, and Reinsurance Solutions practices employ thousands of actuaries globally and offer structured exam support, including paid study time, exam fees, salary increases per exam passed, and access to senior FCAS, FIA, and FFA mentors. The firm is consistently a top-three employer of new actuarial graduates in the U.S. and U.K. and offers exposure to reserving, pricing, capital modeling, M&A diligence, and IFRS 17 work.
What is Aon's stance on hybrid and remote work?
Aon operates a hybrid model that varies by country, practice, and role. Most office-based colleagues are expected in an Aon office two to three days per week, with full remote arrangements reserved for specific technical and operations roles. Client-facing brokers and consultants travel to client sites as needed. Expect interviewers to ask about your willingness to be in office and onsite with clients; pure-remote expectations can disqualify candidates for client-facing positions.
Does Aon offer competitive compensation and benefits?
Aon's compensation is generally competitive within the insurance brokerage and consulting market, often closely benchmarked against Marsh McLennan, WTW, and Gallagher. Total rewards include base salary, an annual performance bonus, the Aon Employee Stock Purchase Plan with a 15 percent discount, a 401(k) with company match in the U.S. (and equivalent retirement plans abroad), comprehensive medical and dental, parental leave, well-being days, and tuition or professional exam reimbursement.
How should I prepare for Aon's behavioral interviews?
Build six to eight STAR (Situation, Task, Action, Result) stories aligned to Aon's Leadership Model competencies: deliver client value, collaborate as Aon United, take accountability, lead with courage, drive innovation, and create an inclusive environment. Practice telling each story in 90 to 120 seconds, lead with the result, and quantify impact. Interviewers follow a structured guide and score each competency, so vague or repeated examples hurt your score even if you sound confident.
What are common reasons candidates get rejected at Aon?
The most common reasons are weak or generic STAR examples that fail to demonstrate Aon competencies, inability to articulate why insurance and risk specifically (rather than 'any consulting firm'), poor performance on numerical reasoning assessments for analyst-level roles, lack of curiosity about Aon's NFP integration and analytics strategy, and overstating credentials or experience that does not survive technical follow-up questions. Candidates who treat Aon as a backup to Wall Street or strategy consulting are usually screened out at the recruiter stage.

Open Positions

Aon currently has 1309 open positions.

Check Your Resume Before Applying → View 1309 open positions at Aon

Related Resources

Similar Companies

Sources

  1. —
  2. —
  3. —
  4. —
  5. —
  6. —
  7. —
  8. —