Advertised as something it’s not. - Recensione dipendente - Finance Analyst presso Gallagher

2,0
14 mag 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The starting salary is decent, however I’m unsure if this improves over time with raises/ranking up etc.

Svantaggi

Job advertised as something it’s not. Analyst position is basically an email based debt collector position. Team I was in didn’t speak to each other when in the office unless the managers weren’t around, felt like a call centre atmosphere. Super uncomfortable. Managers openly speak negatively about their members of staff in front of other members of staff on the floor. Made me extremely anxious knowing they could be speaking about me like that. “Trained” for a week before being thrown into the deep end and not actually been shown anything, having to figure out a lot by yourself which in turn annoys the partners/brokers if you don’t know what you’re talking about. Good position if you want to come in, send out emails all day and go home.

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Risposta di Gallagher
1y
Thank you for bringing this to our attention. We’re truly sorry to hear about your experience, this is not the type of environment we strive to create, nor does it reflects the values of the Gallagher Way. We strive for transparent and effective leadership. Your feedback helps us refine our approach to leading our teams.

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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