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      Gallagher

      Azienda coinvolta

      Recensioni su Gallagher

      Client Service - Recensione dipendente - Dipendente anonimo presso Gallagher

      3,0
      9 gen 2018
      Dipendente anonimo
      Consiglia
      Gradimento del CEO
      Pronostico commerciale

      Vantaggi

      There are amazing resources if you take the time and effort to dig them up.

      Svantaggi

      1) Management discounts intellectual capital, and believes everything can be distilled down to data entry 2) Uncompetitive pay and benefits lead to an exodus of top talent. Pay freezes have gone on without end or explanation. 3) Way too much nepotism and cronyism

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      Risposta di Gallagher
      8y
      Thank you for your feedback. Gallagher began as a family run insurance agency. While we continue to acquire many other family run businesses, all Gallagher employees are held accountable for their performance. Gallagher is committed to promoting equal employment opportunities at every level of the organization and adhering to industry best practices in recruitment. All employees, no matter their background, are held accountable for achieving performance objectives to retain their positions or move ahead in the company.

      Esplora altre recensioni su Gallagher

      5,0
      18 giu 2026
      Client services manager
      Consiglia
      Gradimento del CEO
      Pronostico commerciale

      Vantaggi

      Flexible, Great Team, Mentorship, Opportunity to Grow and Gain Insurance Knowledge

      Svantaggi

      I have enjoyed my time here

      4,0
      8 giu 2026
      Broker placement specialist
      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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