I couldn't get out of there fast enough. - Recensione dipendente - Senior Claims Adjuster presso Gallagher

1,0
1 nov 2014
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

I wanted a good employer but what I got was just the opposite. The insurance package was decent. Blue jeans day was everyday, tats were everywhere!

Svantaggi

Unprofessional coworkers. A few coworkers worked hard while others were on the internet playing all day long. Some coworkers were assigned difficult clients while others constantly were assigned less demanding clients. I watched managment harass some employèes, assign them more work while demanding quality work from the same. The office joke was the bombardment of emails from management. They read your emails before you do and then they start sending you emails throughout the day requesting your plan of action of every email you get. It is so bad that you can't respond to original client email because you have received 5 request from management to answer. The whole place is a joke. If the stress level wasn't bad enough then sitting next to a peer or team management that dresses like they just got back from the gym or a nightclub while you work hard to maintain a professional look so you can go to court. This is a ridiculous place to work. They run off excellent workers but keep the little robotminions.

Esplora altre recensioni su Gallagher

5,0
18 giu 2026
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
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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