Acrisure to Lay Off 400 Employees as AI Reduces Accounting Headcount
October 8, 2025
Acrisure will reduce its accounting workforce starting in early 2026. The company said 400 employees will be affected, citing advancements in technology and artificial intelligence as the driver.
"This was not an easy decision, as it affects colleagues who have given so much to our company and our community," the company said in a statement. "Acrisure's ability to lead change has always been one of our greatest strengths, and these changes are necessary for us to remain competitive, strong, and able to deliver what our clients expect from us."
Scope and footprint
The Grand Rapids-based broker said it remains committed to Michigan, where it employs about 2,000 people. Acrisure ranks No. 3 on Insurance Journal's 2025 Top 100 independent property/casualty agencies and reported $2.83 billion in P/C revenue in 2024.
AI track record and capital
In 2020, Acrisure acquired Tulco LLC's insurance intelligence business for approximately $400 million, stating it would apply AI to product development and sales/marketing across its global brokerage network.
Earlier this year, the company secured $2.1 billion in funding to support strategic M&A and speed up its development as a tech-enabled financial services platform.
Why this matters for insurance operations
- Accounting automation is moving from pilots to standard practice: reconciliations, AP/AR, and close activities are primary targets.
- Expect higher bars for accuracy, cycle time, and auditability as AI-enabled workflows expand.
- Data quality and access controls become central risk issues, not side projects.
- Shared services models may shift as repetitive tasks consolidate under automation.
What leaders should do now
- Map accounting processes by automation potential and revalidate job families and spans of control.
- Tighten controls around data lineage, model monitoring, and exception handling.
- Create reskilling paths for staff (analytics, tool administration, control testing) and update hiring profiles accordingly.
- Set clear KPIs for AI-enabled processes (error rates, cycle time, internal control issues) and review monthly.
- Pressure-test vendor claims with proofs of value and reference checks; build an exit strategy for each major tool.
Teams planning upskilling can explore AI courses by job to align talent with new workflow demands.
This is a developing story.
