Worst job of my life - Recensione dipendente - Claims Adjuster presso Gallagher

1,0
13 feb 2014
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

There were no pros to this job. I had worked as a Claims Adjuster for a few years before coming to this company. I didn't last long here.

Svantaggi

I felt unwelcome as soon as I started. All of my co-workers outside of 1 were rude, not helpful in any way and acted as though they wished I wasn't there. I later found out it was because they were all aware that I was being paid more than they were before I started. Pretty sure that is something that shouldn't be disclosed to other employees. Favoritism ran wild at the OKC office. There was another individual who was promoted to adjuster at the same time they hired me for the same job. On a daily basis I was given 5-7 times the workload of this person as they were buddy buddy with the department manager. This person was incompetent and never should have been promoted in the first place. Constantly asked me questions and I basically ended up doing their work on top of mine. They had gotten in trouble with the law, couldn't show up on time etc. etc. but none of that mattered. I took two part-time jobs that I was WAY over qualified for just to get out of there. I have warned multiple people about working at this place.

Esplora altre recensioni su Gallagher

5,0
22 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Good people, opportunities to be challenged and learn

Svantaggi

Complex industry with moving parts

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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