Heavy caseload - Recensione dipendente - Senior Resolution Manager presso Gallagher

2,0
28 gen 2024
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

If you meet expectations and keep up with the heavy volume and fast pace, you will be liked by management. Job security will almost never be an issue. There is some room for advancement. GB certainly has a track record of hiring friendly, reliable and all around nice people. Coworkers are always great to talk to. The company is also a good choice if you are starting from the ground up. They help out a good deal with initial training, covering exam fees and other needed resources. The IT team is excellent- skilled and friendly. GB always invests in top notch tech equipment that is usually new and ergonomic.

Svantaggi

The workload is grueling and quite frankly ridiculous for one person. Expect to put in over 40 hours per week. You'll be doing a job that is much better suited for two people. Once you're no longer a trainee, resources, guides, examples, and training/reference materials are skeletal and hard to find. Supervisors are even more overwhelmed than adjusters. They usually work well into the night every night. Salary is mediocre. Annual raises are usually between 2-3% (if you get one). If you raise issues to management that need time or money to fix don't expect to hear back.

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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