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      Gallagher

      Azienda coinvolta

      Recensioni su Gallagher

      No real work life balance, No help when drowning - Recensione dipendente - Resolution Manager presso Gallagher

      3,0
      8 feb 2019
      Resolution manager
      Consiglia
      Gradimento del CEO
      Pronostico commerciale

      Vantaggi

      Comoany has a recognition program. Company allows work from home for high performing adjusters. My former manager was great but not all managers are as good as she was.

      Svantaggi

      The biggest con for me was I was under paid, I got lots of awards but never promoted after 2.5 years I left. Vacation benefits are only 2 weeks which most companies offer at least 3. The biggest problem is they do not effectively track incoming claims so you often are overwhelmed and there are so many different notes that have to be put in the file in different places that its very time consuming when you get new files. Compliance standards were becoming more and more extreme. Leaving was the best decision.

      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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