How to Apply to Lincoln National

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

Key Takeaways

  • Lincoln Financial runs SAP SuccessFactors as its ATS — optimize resume formatting for the SuccessFactors parser and apply through jobs.lincolnfinancial.com, not the dead careers.lincolnfinancial.com subdomain.
  • Target the segment, not the company. Annuities, Life Insurance, Group Protection, and Retirement Plan Services hire differently and reward different resume framings.
  • Credentials matter. Actuarial exam progress, LOMA designations, FINRA licenses, and CFP/CLU/ChFC credentials are real gates, not nice-to-haves.
  • The pace is deliberate. Expect two to eight weeks from application to offer depending on level. Apply in the first week a req is posted to land in the first triage batch.
  • Radnor HQ is suburban Main Line Philadelphia; Fort Wayne is the actuarial mothership; Greensboro runs Group Protection. Hybrid means hybrid — two to three days on-site is the norm for non-remote roles.
  • The Fortitude Re reinsurance deal (December 2023) and the subsequent balance sheet repair reshaped internal priorities under CEO Ellen Cooper. Candidates who understand that context interview better than those who do not.

About Lincoln National

Lincoln National Corporation, which operates publicly as Lincoln Financial Group, is a Radnor, Pennsylvania-based life insurance and retirement services holding company with roughly 9,000 employees and approximately $17 billion in annual revenue. The company is listed on the New York Stock Exchange under the ticker LNC and has used the name 'Lincoln' since 1905, when its founders received written permission from Robert Todd Lincoln to use his father's likeness on a life insurance policy. That heritage is baked into the brand: the 'Hello Future' campaign and the Lincoln profile logo are meant to signal both stability and a forward-looking posture, and the company still leans heavily on that history when it pitches prospective employees and advisors. Lincoln is not a monoline insurer. Its business is organized into four reporting segments, each with its own talent profile and hiring cadence. Annuities is the largest contributor to earnings and drives a meaningful share of actuarial, risk, and wholesaler hiring. Life Insurance covers term, universal life, variable universal life, and executive benefits, and is the segment most affected by the 2020-2023 cycle of long-dated interest rate pressure that forced Lincoln to rethink product design and reinsurance posture. Group Protection sells employer-based disability, life, dental, vision, and absence management products and has been the growth engine over the last several fiscal years, with operating income expanding meaningfully through 2024. Retirement Plan Services administers defined contribution plans (401(k), 403(b), 457, non-qualified deferred comp) largely for the small and mid-market. Each segment operates with distinct P&L discipline, which means candidates should tailor applications to the segment, not to Lincoln as a monolith. Ellen Cooper has served as chairman, president, and CEO since May 2022. She is notable for being the first woman to run Lincoln and for coming up through the risk and investments function, which signals a different internal center of gravity than Lincoln had under her predecessors. Cooper's tenure has been defined by a multi-year balance sheet repair program: reducing long-dated interest rate exposure, raising the capital base, and executing the December 2023 reinsurance transaction with Fortitude Re, which transferred approximately $28 billion of in-force liabilities (primarily universal life with secondary guarantees and fixed annuities) and freed capital for reinvestment in the core franchise. That transaction is the single most important context for understanding Lincoln as an employer today: it reshaped headcount priorities, accelerated the shift toward Group Protection and Retirement Plan Services, and created meaningful demand for reinsurance accounting, actuarial model validation, and treasury talent during the transition period and its multi-year tail. The major employment footprints sit in Radnor, PA (corporate headquarters at 150 N Radnor Chester Road, housing the Office of the CEO, Finance, HR, Legal, Lincoln Financial Distributors, and most enterprise functions), Fort Wayne, IN (The Lincoln National Life Insurance Company, the historical administrative and actuarial center of gravity), Greensboro, NC (large operations and Group Protection hub), Omaha, NE (Retirement Plan Services), Hartford, CT, and Dover, NH. Lincoln runs a hybrid model post-2022: most salaried knowledge workers are expected on-site two to three days per week if they live within commuting distance of an office, with fully remote roles confined to specific job families (claims examiners, some technology ICs, wholesalers covering distributed territories). This is a real consideration for candidates. The suburban Philadelphia Main Line is pleasant and expensive, Fort Wayne is affordable and flat, and Greensboro is somewhere in between. Candidates who underestimate commuting expectations tend to wash out in the first year. The honest framing of Lincoln as an employer: this is a 120-year-old insurance company, not a fintech. The pace is deliberate. Decision rights are codified. Regulatory reality (state insurance departments, NAIC, SEC, FINRA, DOL for retirement plans) shapes nearly every product change, and legal review is a real step, not a formality. Compensation is competitive within the life and annuity peer group (think MetLife, Prudential, Principal, MassMutual, Equitable) but will not match a hyperscaler or a top-tier investment bank. The upside is genuine career length: actuaries, claims leaders, and group benefits RVPs routinely spend 15-25 years at Lincoln, and the company is unusually willing to invest in exam support, leadership development, and tuition reimbursement. If you want a rocket ship, this is not the place. If you want a serious seat at a serious institution where your expertise compounds, Lincoln is a credible choice.

Application Process

  1. 1
    Start at jobs

    Start at jobs.lincolnfinancial.com, which is Lincoln's public-facing career site built on SAP SuccessFactors Career Site Builder. Do not waste time on careers.lincolnfinancial.com (returns 404) or on the generic lincolnfinancial.com/careers landing page, which only links out to the real portal. Use the location filter aggressively: a 'Radnor' search returns very different inventory than 'Greensboro' or 'Remote,' and Lincoln posts many identical-title roles with different location codes because the segment owners sit in different cities.

  2. 2
    Create a Lincoln candidate profile (SuccessFactors account) before you find a sp

    Create a Lincoln candidate profile (SuccessFactors account) before you find a specific job you want. The account is reused across every application, and building it under deadline pressure is how typos and truncated employment dates end up in your permanent Lincoln record. Use a personal email you will own for years — Lincoln recruiters may come back to you 12-18 months after a decline for a different role, and losing access to that inbox means losing access to that rehire pipeline.

  3. 3
    Apply within seven to ten days of a posting going live

    Apply within seven to ten days of a posting going live. Lincoln's req cycles are disciplined: posts typically stay open for 14-30 days, recruiters triage in weekly batches, and hiring managers start first-round interviews by day 21. Applying in the first week puts you in the first triage batch, which is meaningfully more favorable than the second or third.

  4. 4
    Upload a PDF resume as your primary document

    Upload a PDF resume as your primary document. SuccessFactors' parser handles PDFs with embedded text reliably; it mangles scanned PDFs, image-heavy layouts, and uncommon fonts. The parser will pre-fill the work history and education sections — review those fields line by line after upload, because parser errors (wrong end dates, truncated employers, swapped job titles) survive into the recruiter's screen if you do not correct them.

  5. 5
    Tailor the resume to the segment, not to 'Lincoln Financial

    Tailor the resume to the segment, not to 'Lincoln Financial.' An actuarial resume aimed at Annuities should emphasize interest rate modeling, stochastic reserving, and ALM; the same candidate applying to Group Protection should lead with incidence studies, disability reserving, and pricing experience. Lincoln's internal TA team reads many resumes a week — making the segment match obvious is the highest-leverage edit you can do.

  6. 6
    Complete the voluntary self-identification and work authorization questions hone

    Complete the voluntary self-identification and work authorization questions honestly and completely. Lincoln is a federal contractor (via its retirement plan and group benefits business) and runs OFCCP-compliant reporting. Leaving demographic fields blank is allowed and does not affect candidacy, but leaving work authorization ambiguous does — answer it plainly.

  7. 7
    Expect an auto-acknowledgment email from a noreply@lincolnfinancial

    Expect an auto-acknowledgment email from a [email protected] or a SuccessFactors-branded sender within minutes. If you do not receive it, check spam, then your SuccessFactors account's 'My Applications' tab to confirm submission. Do not reapply to the same req — duplicate applications are filtered out by the ATS and can confuse the recruiter.

  8. 8
    Use the referral path when you can

    Use the referral path when you can. Lincoln's employee referral program is real and consistently cited in internal hiring sources as a top channel, especially for experienced actuarial, underwriting, and technology roles. A referral does not guarantee an interview but it typically moves you out of the generic queue and into the named pile. Former colleagues at other Big Six life insurers (MetLife, Prudential, Principal, MassMutual, Equitable, New York Life) are your highest-yield starting point.

Resume Tips for Lincoln National

recommended

Lead with the segment and the license

Lead with the segment and the license. Open with a clean headline like 'Associate Actuary, Annuities Pricing — ASA, 4 exams toward FSA' rather than a generic 'Actuary with 6 years of experience.' Lincoln hiring managers scan for segment fit and credential status in the first three seconds of a resume review, and the headline is the cheapest place to give them both.

recommended

Quantify everything that touches money, risk, or customer outcomes

Quantify everything that touches money, risk, or customer outcomes. Insurance is a business of reserves, loss ratios, persistency, and NPS. 'Reduced adverse selection on simplified issue term by 140 basis points by introducing prescription database scoring' is a Lincoln-grade bullet. 'Worked on underwriting improvements' is not.

recommended

For actuarial candidates, list the exam sheet

For actuarial candidates, list the exam sheet. SOA exams passed (FM, FAM-L, FAM-S, ALTAM, ASTAM, FSA tracks), the VEE credits earned, and the dates of the most recent sitting. Lincoln actively staffs exam-track actuarial students and tracks progress formally; under-disclosing exam status is a common mistake that costs interviews.

recommended

For underwriters, name the systems and the authority level

For underwriters, name the systems and the authority level. 'Medical underwriter, life and long-term disability, signing authority to $2M face amount, LAURA reviewer' means more to a Lincoln underwriting manager than any amount of soft skill language.

recommended

For claims, quantify caseload, turnaround times, and appeals outcomes

For claims, quantify caseload, turnaround times, and appeals outcomes. Lincoln Group Protection takes claims quality seriously because adverse-events media exposure is real in disability and paid leave. Numbers — average days to first decision, overturn rate on appeal, dollars managed — translate directly.

recommended

For sales (wholesalers, internal consultants, RVPs), lead with production

For sales (wholesalers, internal consultants, RVPs), lead with production. Territory AUM, net flows, number of advisor relationships activated, products sold, and quota attainment percentages over multiple years. Sales roles at Lincoln are quota-carrying roles, and the hiring managers want to see that you know what a sales resume looks like.

recommended

For technology roles, match the stack to the posting

For technology roles, match the stack to the posting. Lincoln's enterprise footprint includes AWS, Azure for specific workloads, Databricks, Snowflake, Python and Java for back-end, and a long tail of COBOL and mainframe for legacy policy admin systems. Naming the specific technology the req calls out — ideally with evidence of scale (transactions per second, data volume, SOC 2 scope) — beats a generic 'full-stack engineer' framing.

recommended

Keep the resume to two pages for anything short of director-level, and three pag

Keep the resume to two pages for anything short of director-level, and three pages only if you are applying to VP+ or a senior actuarial credentialed role. SuccessFactors does not truncate longer uploads, but human readers do. One page is fine for early career and actuarial student program applications.

recommended

Use standard section headers (Experience, Education, Certifications, Skills) and

Use standard section headers (Experience, Education, Certifications, Skills) and standard fonts (Arial, Calibri, Helvetica, Georgia, Times New Roman). SuccessFactors' parser is reliable on these and unreliable on stylized layouts. Leave the creative typography to portfolio sites.

recommended

Include professional memberships and volunteer leadership

Include professional memberships and volunteer leadership. Society of Actuaries, LOMA (FLMI, ACS), NAIFA, CFP Board, CLU/ChFC, Toastmasters, and board service for community organizations all get read at Lincoln. This is a relationship business and a licensed business; credentialing signals commitment.

ATS System: SAP SuccessFactors Career Site Builder

Lincoln Financial runs its external career site on SAP SuccessFactors, specifically the SuccessFactors Recruiting Marketing / Career Site Builder product. Verified on April 17, 2026 by inspecting jobs.lincolnfinancial.com, where the page assets resolve to successfactors.com-hosted infrastructure (df01f438 tenant CDN path) and the job browse URLs follow the SuccessFactors Career Site Builder pattern of /go/{category-slug}/{category-id}/ for category pages and /job/{slug}/ for individual job detail pages. SuccessFactors is the dominant enterprise ATS for large US insurers and Fortune 500 life companies, which means Lincoln's parser, workflow, and candidate experience patterns follow well-documented conventions that candidates can prepare for deliberately.

  • Upload a text-selectable PDF rather than a DOCX or a scanned PDF. SuccessFactors' resume parser does a solid job on clean PDFs and a poor job on anything else. If you can't copy-paste the text out of your resume, neither can the ATS.
  • Let the parser pre-fill work history, then audit every field. It is common for the parser to mis-assign dates, truncate long employer names, or combine two roles at the same company. Recruiters see what the parser extracted, not what your PDF says — fix the fields.
  • Match the posting's literal language in your resume where it is honest to do so. SuccessFactors-backed recruiter searches are boolean and keyword-driven. If the req says 'Workday Prism,' writing 'Workday analytics platform' in your resume will reduce your match score even though it means the same thing. Use the company's vocabulary.
  • Do not apply to more than three to four Lincoln roles at once. Lincoln's recruiting coordinators manually flag candidates who carpet-bomb applications, and it hurts more than it helps. Pick the two or three roles that genuinely fit and focus there.
  • Use the SuccessFactors 'Job Alerts' feature with narrow filters (e.g., 'Actuarial — Fort Wayne, IN' or 'Group Protection — Dover, NH') to get early notice. SuccessFactors sends alerts within hours of posting, which is how you get into that first-week triage batch that actually matters.
  • Your SuccessFactors candidate profile persists across all Lincoln applications. Update it — not just your resume — every time you apply, because the profile fields are what the recruiter sees in the shortlist screen, not the attachment.

Interview Culture

Lincoln's interview process is methodical and segment-owned, which is a nicer way of saying it takes longer than candidates coming from fintech or consulting expect.

Plan for two to four weeks from first recruiter screen to offer for most salaried roles, and six to eight weeks for senior actuarial, director-and-above, or roles that require background checks with regulatory overlay (FINRA-registered positions, roles with access to insurance department filings). The typical cadence runs as follows. A talent acquisition specialist (corporate recruiter) conducts a thirty-minute phone screen within five to ten business days of application. That call covers motivation, compensation expectations, location and hybrid fit, work authorization, and a walk-through of two or three resume highlights. Recruiters at Lincoln are well trained and prepared — expect them to ask pointed follow-ups on timeline gaps, unexplained role changes, and why you are leaving your current seat. The recruiter screen is a real gate, not a formality. The hiring manager round follows, usually a forty-five to sixty-minute conversation, often by video. Expect a behavioral arc structured around Lincoln's competency model: judgment, collaboration, ownership, customer focus, and learning agility. Managers use variations of the STAR framework and tend to write down what you said, so concrete examples with real numbers beat abstract philosophy. For technical roles (actuarial, underwriting, claims analytics, software engineering, data engineering), expect at least one technical probing question in this round, usually tied to the job family rather than a leetcode-style exercise. The panel round is where Lincoln invests the most. Panels are usually three to five interviewers, scheduled across a half day (often split into two days for senior roles), and each panelist owns a specific competency or skill area. The actuarial panel will include a credentialed actuary (ASA or FSA), a business partner from the segment, and sometimes a risk or ERM representative. The technology panel will include an architect, a hands-on engineer, and a product or business stakeholder. The sales panel will include the RVP, an internal sales partner, and a home office product specialist. Every panelist files an independent evaluation — Lincoln's decision model is consensus-leaning, which means one strong 'no' carries weight. Treat every conversation in the panel as a real gate. For actuarial candidates specifically: exam progress is a real conversation, not a checkbox. Expect to discuss which exams you have taken, which you plan to sit for next, your study strategy, and how you balanced exams against work. Lincoln supports actuarial students with paid study time, exam fees, and raises tied to exam milestones, but in return they expect candidates to take exam progress seriously. Vague answers about 'getting back to studying' are a red flag to the hiring panel. For sales candidates (wholesalers, internal sales consultants, retirement plan consultants), expect a sales simulation. This typically takes the form of a role-play where you pitch a Lincoln product to a 'financial advisor' or 'plan sponsor' played by the panel. Prepare by reading Lincoln's current annuity and group protection product literature (publicly available on lincolnfinancial.com), understanding the value prop against a known peer product, and practicing the 30-60-90 plan narrative that hiring managers expect from day one. For technology candidates, coding and system design interviews exist but are lighter than FAANG-tier screens. Lincoln is looking for engineers who can ship production code in a regulated environment, not engineers who can invert a binary tree under time pressure. Expect practical questions about SQL, Python, Java, AWS, data modeling, and incident response. Know your resume in depth — 'tell me about a system you designed' is a common opener and deep drill-downs follow. Culturally, Lincoln reads as Midwest-meets-Main-Line: professional, polite, hierarchical enough that titles matter, and allergic to showboating. Confidence lands well. Arrogance does not. Candidates who come across as 'builders who respect the institution' consistently do better than candidates who position themselves as 'disruptors.' This is a 120-year-old insurance company — respect for the franchise is a genuine cultural value, not a talking point. After the panel, decision timelines vary. Mid-level roles typically get a verbal offer within five business days of the final panel; senior roles can take two to three weeks because of HR compensation calibration, internal equity review, and executive signoff. Lincoln does not typically allow negotiation on base salary once the offer letter is issued, but sign-on bonuses, start dates, and relocation packages are genuinely negotiable — do that work during the verbal offer conversation, not after paperwork arrives.

What Lincoln National Looks For

  • Credential seriousness — ASA/FSA for actuarial, FLMI/ACS for operations, CFP/CLU/ChFC for financial professional roles, FINRA Series 6/7/63/65/66 for registered roles. Lincoln pays for exams and study time, but they want candidates who have already shown the appetite.
  • Insurance industry literacy — understanding the difference between universal life and variable universal life, knowing what a COLI policy is, being able to explain a 401(k) fee disclosure requirement. Candidates from outside insurance can still win these jobs, but they have to show they have done the reading.
  • Regulatory awareness — comfort working inside NAIC model laws, state insurance department filings, SEC rules for variable products, DOL ERISA and fiduciary rules for retirement plans, and FINRA rules for registered sales. Lincoln will not hire senior talent that treats compliance as someone else's problem.
  • Balance sheet thinking — especially post-Fortitude Re. Candidates who can articulate why reinsurance transactions matter, what interest rate risk does to a life insurer's statutory reserves, and how product mix affects capital efficiency stand out in any role that touches finance, risk, actuarial, or product.
  • Longevity signals — Lincoln values people who stay. Short tenure patterns (multiple 12-18 month stints) get probed hard in interviews. If you have them, have a clean, honest story for each one.
  • Customer orientation — Lincoln's brand promise is 'helping people plan, protect, and retire with confidence,' and they mean it as a culture marker, not a marketing line. Examples of going out of your way for a customer (or an advisor, or a plan sponsor) land well.
  • Collaborative disposition — Lincoln is a matrix. Product talks to actuarial talks to legal talks to compliance talks to operations talks to technology, and every material decision goes through multiple stakeholders. Candidates who present as lone wolves tend to get screened out regardless of technical skill.
  • Hybrid commitment — if the role is listed as hybrid, assume two or three days a week in-office is real. Candidates who telegraph a plan to work around the hybrid policy tend to lose offers to candidates who accept it cleanly.

Frequently Asked Questions

Is Lincoln Financial the same company as Lincoln National Corporation?
Yes. Lincoln National Corporation is the legal holding company listed on the NYSE under ticker LNC. Lincoln Financial Group is the consumer-facing marketing name used by the operating insurance subsidiaries, including The Lincoln National Life Insurance Company (domiciled in Fort Wayne, Indiana) and Lincoln Life & Annuity Company of New York. When you apply for a job, your offer letter will almost always list a specific subsidiary as your legal employer, but the candidate experience, benefits, and culture are unified under the Lincoln Financial brand.
What ATS does Lincoln Financial use in 2026?
Lincoln uses SAP SuccessFactors Career Site Builder. Verified April 17, 2026 by inspecting the live career portal at jobs.lincolnfinancial.com, where the page assets are served from successfactors.com infrastructure and the URL patterns (/go/{category}/ and /job/{slug}/) match the SuccessFactors Career Site Builder product. Formatting and application strategy should be built around the SuccessFactors resume parser.
Does Lincoln Financial hire remote workers?
Some roles are fully remote, but most salaried knowledge-worker roles are hybrid with a two- to three-day in-office expectation if you live within commuting distance of a Lincoln office. Fully remote postings are most common for claims examiners, some technology individual contributors, and wholesalers covering distributed territories. The job posting itself is the source of truth — if it says 'Radnor, PA,' assume you need to be in Radnor on the posted schedule.
Does Lincoln sponsor visas?
Lincoln sponsors H-1B and other employment-based visas selectively, most commonly for credentialed actuarial roles and specialized technology positions. Sponsorship is not universal and is handled case-by-case by each hiring segment. The SuccessFactors application asks explicitly whether you will require sponsorship now or in the future — answer it honestly and expect the recruiter to confirm sponsorship availability during the phone screen.
How long does Lincoln's interview process take?
Two to four weeks for most salaried individual contributor roles. Six to eight weeks for senior actuarial, director-and-above, or FINRA-registered positions that require additional background and regulatory checks. Executive roles can take three months or more. Lincoln is not a rapid-hire environment and candidates who want a decision in five days are often a poor culture fit.
Does Lincoln support actuarial exams?
Yes, robustly. Lincoln runs one of the larger actuarial student programs in the US life and annuity sector. Support includes paid study time (hours vary by exam), exam registration fee reimbursement, study material reimbursement, raises tied to exam milestones, and a structured rotation program for credentialed actuaries pursuing FSA. Exam progress is a real performance metric, not a side project — students who stall on exams are coached, and sustained stall-outs affect career progression.
What was the Fortitude Re transaction and does it still matter?
In December 2023 Lincoln reinsured approximately $28 billion of in-force liabilities — primarily universal life with secondary guarantees and fixed annuities — to Fortitude Re. The deal freed statutory capital, reduced Lincoln's long-dated interest rate exposure, and signaled a strategic shift toward Group Protection, Retirement Plan Services, and less capital-intensive life products. It still matters because it continues to shape segment-level hiring priorities, internal reporting structure, and the risk and investments team's mandate. Candidates interviewing for any finance, actuarial, risk, or product role should be able to talk about the transaction at a high level.
Who is Ellen Cooper and when did she become CEO?
Ellen Cooper has served as chairman, president, and CEO of Lincoln Financial since May 2022. She is the first woman to lead the company. She came up through the risk and investments function, including a long tenure as Lincoln's chief investment officer before taking the CEO role. Her tenure has focused on balance sheet repair, the Fortitude Re transaction, and rebuilding shareholder confidence after the rate-hike cycle pressured Lincoln's stock price in 2022 and 2023.
Is Lincoln a good place for early-career candidates?
Yes, particularly in actuarial, underwriting, claims, and technology. Lincoln runs structured early-career programs including the actuarial student program, underwriting trainee rotations, and a technology leadership development program. The trade-off is pace: early-career Lincoln employees grow deeply, not quickly. Candidates who want to be a senior manager at 29 will be happier elsewhere; candidates who want to be a credentialed expert at 35 with a long runway at a serious institution will do well.
What is the dress code and office vibe at Lincoln offices?
Business casual is the day-to-day default at Radnor, Fort Wayne, Greensboro, and the other major offices. Meetings with external partners, advisors, or regulators typically warrant a suit or equivalent. The culture at the Radnor HQ reads as polished East Coast corporate; Fort Wayne is more Midwestern and operationally focused; Greensboro is a mix. None of the offices read as casual tech-startup, and candidates who dress that way on an onsite interview tend to misread the room.
Does Lincoln use AI or automated screening in the interview process?
SuccessFactors does provide keyword match scoring in the recruiter's shortlist view, and Lincoln's recruiting team uses those signals during triage. There is no public evidence that Lincoln uses one-way video interview platforms (HireVue, Modern Hire, etc.) as a standard gate for most roles as of April 2026, though specific pilots can change. The substantive interview conversations — recruiter phone screen, hiring manager, panel — are live human conversations.
Where should I apply if I am a financial advisor or wholesaler?
Lincoln Financial Distributors (LFD) is the wholesaling arm for Lincoln's retail products — wholesalers there sell annuities and life insurance through independent broker-dealers, banks, and wirehouses. Lincoln Financial Network was historically the retail advisor channel but was sold to Osaic (formerly Advisor Group) in 2023, so if you are looking to be a Lincoln-captive advisor that door is closed. The wholesaler and internal sales roles in LFD are posted on jobs.lincolnfinancial.com under the Sales and Distribution category.
Check Your Resume Before Applying → View open positions at Lincoln National

Related Resources

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Sources

  1. Jobs at Lincoln Financial (SAP SuccessFactors career site) —
  2. View all jobs - Jobs at Lincoln Financial —
  3. Careers - Lincoln Financial corporate landing page —
  4. Lincoln National Corporation investor relations —
  5. Lincoln Financial announces reinsurance transaction with Fortitude Re —
  6. Ellen G. Cooper named chairman, president, and CEO —
  7. Lincoln Financial Group Careers and Employment — Indeed —
  8. Lincoln Financial Group Jobs — Glassdoor —
  9. Society of Actuaries exam and credentialing pathway —
  10. SAP SuccessFactors Recruiting product overview —