The Actuary magazine – Editor (paid role)

Application closing date: 24 July

The editor of The Actuary magazine, the IFoA’s award-winning publication for the actuarial profession, reaches the end of his term in December 2026. Would you like the chance to be the next editor, to drive the content of this dynamic magazine and lead its editorial team of volunteer actuaries?

The role of editor is a blend of hands-on features generation and strategic direction. You’ll have the opportunity to shape the magazine and its related cross-platform content, working alongside the IFoA and its publisher to develop brand improvements. 

This stimulating and rewarding role, which will give you opportunities to acquire new skills, enhance your CV and extend your network, is estimated to involve up to 10 days’ work a month, although this may vary.

This role will be an office holder of the IFoA and will be remunerated at the rate of £500 per month, paid through the IFoA payroll. Any expenses incurred in the role are recoverable in line with the IFoA expenses policy.

‘Task’ specification

The role

The editor is principally responsible for the main features section of the magazine – essentially, all its technical/professional content.

The editor will be a key part of the publishing team, which comprises representatives from the IFoA, the publisher (managing editor and colleagues), and the editorial team of around 10 appointed volunteer actuary features editors.

The editor will:

• Outline how they will incorporate relevant themes and topics into the magazine during their editorship to ensure the quality and relevance of the magazine. The strategy will be a collaboration between the IFoA, the publisher and the editor.
• Support the editorial team in sourcing, collating and editing content submitted to the magazine.
• Provide oversight, ensuring technical accuracy of all material.
• Write a bimonthly editorial column and respond to occasional readership enquiries.
• Attend monthly production meetings with the publisher and editorial team to monitor progress of the content pipeline. These meetings are chaired by the editor and are a forum for collaboration, ideas and recommendations for the development of new content, where constructive discussion and participation from all parties is encouraged.
• In collaboration with the IFoA, review the magazine proofs from a technical/actuarial perspective, in keeping with the agreed production timetable.
• In collaboration with the IFoA, be ultimately responsible for resolving any disputes that may arise in relation to the magazine and its contributors and/or readers.
• Liaise with key committees and individuals within the IFoA to foster greater coordination of activities and content for the magazine.
• Research and assist in conducting external interviews for features, along with members of the editorial team, and with support from the publisher.
• When required, interview and appoint new members to the editorial team, in agreement and participation with the IFoA.
• Be available for ad hoc events held under The Actuary brand; ie webinars and roundtable events.

Tenure 

The editor is usually appointed for a term of two years, although an individual is permitted to apply to the IFoA for an additional year.

Time commitment

The role of the editor is expected to involve up to 10 days’ work a month, although – as noted earlier – this may vary due to the demands of the magazine.

Alternative format and adjustments

Please email the HR Team if you require:

• any information regarding our vacancies in an alternative format
• any adjustments to support you to participate fully in any part of the application and recruitment process.

Any information shared will be used only to enable us to make reasonable adjustments to support candidates to participate in the recruitment process. It will not inform selection decisions.

The IFoA encourages applicants from a variety of backgrounds and experiences and welcomes diversity with regard not only to protected characteristics but also diversity of thought. Diversity, equity and inclusion are more than just words for us. That’s why we are committed to creating a culture where everyone feels included and respected, and where no one is unfairly discriminated against. Consequently, we promote diversity, equity and inclusion in all our policies, practices and procedures, and actively encourage applications from a diverse range of potential candidates.

All applications for our roles are considered on merit alone, and if you don’t meet all the criteria but believe you have something to offer, we want to hear from you. For more information on our commitments, please see our DEI strategy page.