Has potential but takes advantage of workforce - Recensione dipendente - Senior Account Manager presso Gallagher

3,0
19 giu 2017
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Good relationships between peers. Overall friendly, pleasant and knowledgeable staff who like to help each other. Ability to work remotely assists in job flexibility.

Svantaggi

Underpaid compared to market even when promoted, minimal vacation time offered (5 years of employment before being given three weeks), minimal commission and bonuses, no raises or wage increases with inflation, continue to cut benefits including business phone allotment, management does not invest in the service teams who are expected to do more with less. Poor motivation and poor job satisfaction is rampant through all divisions.

Esplora altre recensioni su Gallagher

5,0
16 feb 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great exposure to a true corporate environment at HQ in Rolling Meadows. The internship significantly strengthened my professionalism, from communicating with senior leaders to participating in client-facing meetings. It also built my confidence in public speaking through regular presentations, team updates, and collaborative discussions. The culture encourages interns to speak up, take ownership of projects, and operate at a high standard, which accelerated my personal and professional growth.

Svantaggi

None, the experience was extremely well-structured, supportive, and provided meaningful exposure to both leadership and real client work.

4,0
8 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great work-life balance as a remote employee. Management is approachable and genuinely willing to help when it comes to workload — you never feel like you're on your own.

Svantaggi

Mentorship is largely self-driven. if you don't seek it out yourself, it won't come to you. Systems and internal processes can be slow and tedious, which adds friction to an already fast-paced workload. Compensation does not reflect the complexity or volume of work expected. High performers who are ready for the next step would benefit from clearer, more proactive promotion paths. When that structure is missing, talented people disengage quietly long before they ever leave.

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