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About This Role
We are Farmers – where ambition meets opportunity.
At Farmers, we’re not just known for unforgettable jingle – we’re a team with a passion for purpose and making a real difference in people’s lives. We deliver peace of mind when it matters most. Our results\-driven, high\-performance culture thrives on creativity, accountability and bold solutions. Here, growth isn’t just a goal – it’s a way of life for both the organization and every individual on our team. We tackle challenges head\-on, learn from every experience and measure our impact on the customers who trust us.
Join an award\-winning, equal opportunity employer, where you’ll find more than a job – you’ll find a supportive community. Enjoy competitive benefits, take part in meaningful volunteer projects, and help shape the future alongside talented colleagues across all backgrounds. At Farmers, helping others is at the heart of what we do.
Ready to make your mark? Discover our vibrant culture and explore career opportunities at www.Farmers.com/careers/corporate. Connect with us on Instagram, LinkedIn and TikTok, and let’s build something incredible together!
Workplace: Remote ( \#LI\-Remote )
Comprehensive benefits package including annual bonus potential up to 25% of the salary, generous 401k, PTO, medical/dental vision, paid parental leave, and much more all without the stress of billable hours! We are seeking candidates who have experience with casualty\-related coverage matters and litigation experience in bad faith and/or insurance coverage matters.
Job Summary
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The Claims Coverage \& Research Director, which reports to the Head of Claims Legal Services, will advise, lead and manage a team of Claims Coverage Attorneys experienced in handling both first and third\-party matters, who oversee coverage matters for multiple lines including commercial, auto, homeowner and specialty. In addition to being responsible for allocating attorney assignments, scheduling and reviews, also oversees the development and evalutation of department processes, budget and cost analyses, and metrics which includes tracking inter\-departmental volume, workflow, cycle time, individual assignments, supplemental opinions, panel referrals, LOB and territory, and coordinating research projects on behalf of clients. Idenitfies, retains and monitors panel counsel and analyzes their work product to ensure quality of research and writing is consistent with the department’s prior legal decisions. Implements directives and strategies related to budgeting, hiring, and management to ensure department is aligned with organizational initiatives. Provides expert legal advice to senior executives on risks to the Claims organization. High degree of organization and efficiency with demonstrated attention to detail.
Essential Job Functions
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- Oversees the selection, training and evaluation of department attorneys.
- Establishes goals and objectives, assists and collaborates with, and provides direction and feedback to attorneys’ and monitors progress towards set goals and objectives.
- Ability to distill and articulate complex legal concepts into clear and crisp plain English that clients can readily understand and apply.
- Work with clients proactively to identify risks and ensure appropriate risk mitigation strategies are employed.
- Responsible for ensuring that legal advice provided to clients is handled in a consistent, efficient and effective manner that meets or exceeds department goals.
- Tracks work product created by the department, including opinions and memoranda, training materials, and written guidance.
- Creates a positive work envrionment that encourages teamwork, cooperation and collaboration utilizing roundtable meetings on high value and complex issues, providing constructive feedback, and rewards and recognition.
- Communicates and oversees implementation of strategic and broader enterprise objectives.
- Provides consistent, effective and timely communication of legal and strategic advice, and pragmatic solutions to clients in the Claims department, LOB leaders and senior executives regarding coverage, litigation and claims\-handling matters to reduce litigation, customer complaints, and compliance issues.
- Works with stakeholders and business partners to establish and refine their departments’ objectives, standards and practices.
- As the primary contact for CCRU, collaborates with clients and non\-Claims departments on their initiatives and projects by assessing potential risks and legal challenges and assisting in developing appropriate mitigation plans.
- Works closely with the Head of Claims Legal Services in evaluating and reporting department metrics, trends and analytics.
- Accountable for analyzing processes and data within the CCRU group to determine, improve, implement and recommend strategies that increase efficiencies, productivity and quality as well as to reduce risks and costs within the department.
- This includes implementing processes to review and approve requests for legal advice, referrals to outside counsel by the LOBs, recommendations for the initiation of litigation, and the review, approval and management of outside panel counsel and approved legal fees.
- Responsible for managing requests for legal advice from the LOBs and overseeing assignments to CCRU and outside counsel.
- Oversees the selection and management of panel coverage counsel.
- This role will also support the department's Litigation Management team, including management and oversight of certain litigated matters, communications to the LOBs, assisting with operational aspects of the department and other tasks as needed.
- Performs other duties as assigned.
Education Requirements
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Bachelor's degree required and law school degree (J.D.) from an ABA or SBA accredited law school as well as member in good standing of a State Bar.Experience Requirements
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Eight or more years of experience as an attorney handling matters involving complex insurance coverage, disputes and litigation and/or financial risk. Excellent written, oral and presentation communication skills. Collaborative working style with demonstrated commitment to meeting team goals. Strong interpersonal skills with the ability to network and influence others. Ability to maintain and promote relationships with clients, stakeholders, and team members. Required job duties are primarily sedentary work consisting of occasional walking, standing and lifting and/or carrying 25 lbs. maxi mum, bending, talking, hearing, driving, seeing, speaking and traveling. Three years prior management experience and an ability to lead in a team\-based environment is preferred.Benefits
- Farmers offers a competitive salary commensurate with experience, qualifications and location.
o CA Only: $146,925 \- $249,700
o CO Only: $137,775 \- $215,490
o HI/IL/MN/VT Only: $137,775 \- $230,560
o MA Only: $137,775 \- $230,560
- o MD Only: $137,775 \- $230,560
o DC/NJ/NY/OH Only: $137,775 \- $249,700
o Albany County, NY/Cleveland, OH: $146,925 \- $215,490
o WA Only: $137,775 \- $262,000
- Bonus Opportunity (based on Company and Individual Performance)
- 401(k)
- Medical
- Dental
- Vision
- Health Savings and Flexible Spending Accounts
- Life Insurance
- Paid Time Off
- Paid Parental Leave
- Tuition Assistance
Job Location(s): R\_US \- United States
Anticipated application deadline: At Farmers, the recruitment process is designed to ensure that we find the best talent to join our team. As part of this process, we typically close open positions within 8 to 21 days after posting. If you are interested in any of our open positions, we encourage you to submit your application promptly.
Farmers will consider for employment all qualified applicants, including those with criminal histories, in accordance with the Los Angeles Fair Chance Initiative for Hiring Ordinance or other applicable law. Pursuant to 18 U.S.C. Section 1033, Farmers is prohibited from employing any individual who has been convicted of any criminal felony involving dishonesty or a breach of trust without prior written consent from the state Department of Insurance.
*It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.*
*Farmers is an Equal Opportunity Employer and does not discriminate in any employer/employee relations based on race, color, religion, gender, sexual orientation, gender expression, genetic information, national origin, age, disability, marital status, military and veteran's status, or any other basis protected by applicable discrimination laws.*
Spokane, WA only: Residents who prefer not to provide their address click here to submit your resume via email: careers@farmers.com
Salary Context
This $137K-$249K range is above the 75th percentile for AI/ML Engineer roles in our dataset (median: $100K across 15465 roles with salary data).
View full AI/ML Engineer salary data →Role Details
About This Role
AI/ML Engineers build and deploy machine learning models in production. They work across the full ML lifecycle: data pipelines, model training, evaluation, and serving infrastructure. The role has evolved significantly over the past two years. Where ML Engineers once spent most of their time on model architecture, the job now tilts heavily toward inference optimization, cost management, and integrating LLM capabilities into existing systems. Companies want engineers who can ship production systems, and the experimenter-only role is fading fast.
Day-to-day, you're writing training pipelines, debugging data quality issues, setting up evaluation frameworks, and figuring out why your model performs differently in staging than it did on your dev set. The best ML engineers are obsessive about reproducibility and measurement. They instrument everything. They know that a model is only as good as the data feeding it and the infrastructure serving it.
Across the 26,159 AI roles we're tracking, AI/ML Engineer positions make up 91% of the market. At Farmers Insurance Group, this role fits into their broader AI and engineering organization.
Demand for AI/ML Engineers has been strong and consistent. Unlike some AI roles that spike with hype cycles, ML engineering is a foundational need. Every company deploying AI models needs people who can keep them running, and the gap between research prototypes and production systems keeps growing.
What the Work Looks Like
A typical week might include: debugging a data pipeline that's silently dropping 3% of training examples, running A/B tests on a new model version, writing documentation for a feature flag system that lets you roll back model deployments, and reviewing a junior engineer's PR for a new evaluation metric. Meetings tend to be cross-functional since ML touches product, engineering, and data teams.
Demand for AI/ML Engineers has been strong and consistent. Unlike some AI roles that spike with hype cycles, ML engineering is a foundational need. Every company deploying AI models needs people who can keep them running, and the gap between research prototypes and production systems keeps growing.
Skills Required
Python and PyTorch dominate the requirements. Most roles expect experience with cloud platforms (AWS, GCP, or Azure) and familiarity with ML frameworks like TensorFlow or JAX. RAG (Retrieval-Augmented Generation) has become a top-3 skill requirement as companies integrate LLMs into their products. Docker and Kubernetes show up in about a third of postings, reflecting the production focus of the role.
Beyond the core stack, employers increasingly want experience with experiment tracking tools (MLflow, Weights & Biases), feature stores, and vector databases. Fine-tuning experience is valuable but less common than you'd think from reading Twitter. Most production LLM work is RAG and prompt engineering, not fine-tuning. If you have both, you're in a strong position.
Companies that are serious about AI/ML hiring tend to post specific infrastructure details in the job description: the frameworks they use, their model serving stack, their data pipeline tools. Vague postings that just say 'ML experience required' without specifics are often companies that haven't figured out what they need yet.
Compensation Benchmarks
AI/ML Engineer roles pay a median of $166,983 based on 13,781 positions with disclosed compensation. Director-level AI roles across all categories have a median of $244,288. This role's midpoint ($193K) sits 16% above the category median. Disclosed range: $137K to $249K.
Across all AI roles, the market median is $184,000. Top-quartile compensation starts at $244,000. The 90th percentile reaches $309,400. For comparison, the highest-paying categories include AI Engineering Manager ($293,500) and AI Architect ($292,900). By seniority level: Entry: $76,880; Mid: $131,300; Senior: $227,400; Director: $244,288; VP: $234,620.
Farmers Insurance Group AI Hiring
Farmers Insurance Group has 4 open AI roles right now. They're hiring across AI/ML Engineer. Positions span Bangor, ME, US, Phoenix, AZ, US, Remote, US. Compensation range: $137K - $249K.
Remote Work Context
Remote AI roles pay a median of $156,000 across 1,221 positions. About 7% of all AI roles offer remote work.
Career Path
Common paths into AI/ML Engineer roles include Data Scientist, Software Engineer, Research Engineer.
From here, career progression typically leads toward ML Architect, AI Engineering Manager, Principal ML Engineer.
The fastest path into ML engineering is through software engineering with a self-directed ML education. A CS degree helps, but production engineering skills matter more than academic credentials. Build something that works, deploy it, and measure it. That portfolio project is worth more than a Coursera certificate. For career growth, the fork comes around the senior level: go deep on technical complexity (staff/principal track) or move into managing ML teams.
What to Expect in Interviews
Expect system design questions around ML pipelines: how you'd build a training pipeline for a specific use case, handle data drift, or design A/B testing infrastructure for model deployments. Coding rounds typically involve Python, with emphasis on data manipulation (pandas, numpy) and algorithm implementation. Take-home assignments often ask you to build an end-to-end ML pipeline from raw data to deployed model.
When evaluating opportunities: Companies that are serious about AI/ML hiring tend to post specific infrastructure details in the job description: the frameworks they use, their model serving stack, their data pipeline tools. Vague postings that just say 'ML experience required' without specifics are often companies that haven't figured out what they need yet.
AI Hiring Overview
The AI job market has 26,159 open positions tracked in our dataset. By seniority: 2,416 entry-level, 16,247 mid-level, 5,153 senior, and 2,343 leadership roles (Director, VP, C-Level). Remote roles make up 7% of the market (1,863 positions). The remaining 24,200 roles require on-site or hybrid attendance.
The market median for AI roles is $184,000. Top-quartile compensation starts at $244,000. The 90th percentile reaches $309,400. Highest-paying categories: AI Engineering Manager ($293,500 median, 28 roles); AI Architect ($292,900 median, 108 roles); AI Safety ($274,200 median, 19 roles).
Demand for AI/ML Engineers has been strong and consistent. Unlike some AI roles that spike with hype cycles, ML engineering is a foundational need. Every company deploying AI models needs people who can keep them running, and the gap between research prototypes and production systems keeps growing.
The AI Job Market Today
The AI job market spans 26,159 open positions across 15 role categories. The largest categories by volume: AI/ML Engineer (23,752), AI Software Engineer (598), AI Product Manager (594). These three account for the majority of open positions, though smaller categories often have higher per-role compensation because of specialized skill requirements.
The seniority mix tells a story about where AI teams are in their maturity. Entry-level roles (2,416) are outnumbered by mid-level (16,247) and senior (5,153) positions, reflecting that most companies are past the 'build a team from scratch' phase and need experienced engineers who can ship production systems. Leadership roles (Director, VP, C-Level) total 2,343 positions, representing the bottleneck between technical execution and organizational strategy.
Remote work availability sits at 7% of all AI roles (1,863 positions), with 24,200 requiring on-site or hybrid attendance. The remote share has stabilized after the post-pandemic correction. Senior and specialized roles (Research Scientist, ML Architect) are more likely to be remote-eligible than entry-level positions, partly because experienced hires have more negotiating power and partly because these roles require less hands-on mentorship.
AI compensation is structured in clear tiers. The market median sits at $184,000. Top-quartile roles start at $244,000, and the 90th percentile reaches $309,400. These figures include base salary with disclosed compensation. Total compensation (including equity, bonuses, and sign-on) runs 20-40% higher at companies that offer those components.
Category matters for compensation. AI Engineering Manager roles lead at $293,500 median, while Prompt Engineer roles sit at $122,200. The spread between highest and lowest-paying categories reflects the premium on specialized technical skills versus broader analytical roles.
The most in-demand skills across all AI postings: Rag (16,749 postings), Aws (8,932 postings), Rust (7,660 postings), Python (3,815 postings), Azure (2,678 postings), Gcp (2,247 postings), Prompt Engineering (1,469 postings), Openai (1,269 postings). Python dominates, appearing in the vast majority of role descriptions regardless of category. Cloud platform experience (AWS, GCP, Azure) is the second most common requirement. The newer entrants to the top skills list (RAG, vector databases, LLM APIs) reflect the shift from traditional ML toward generative AI applications.
Frequently Asked Questions
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