Gallagher

Reviews voor Gallagher

Disappointed - werkgeversreview Anonieme werknemer bij Gallagher

2,0

3 mei 2017

Anonieme werknemer

Aanbevelen

Goedkeuring directeur

Zakelijk vooruitzicht

Pluspunten

Worked tirelessly and sacrificed so much but with a smile on my face, my passion is insurance and all I wanted was for my team and office to succeed.

Minpunten

I feared going into the office some days. I was bullied and harassed by employees which made it very difficult for me to get my work done. And although I'm very team oriented, I kept to myself to avoid the constant conflict and unfair office politics that often arose. I've never felt so defeated in my entire insurance career.

Reactie van Gallagher

Thank you for sharing what you experienced. We are concerned by what you are reporting. Gallagher promotes a working environment free of harassing, abusive, disrespectful, disorderly, disruptive or other non-professional conduct that interferes with another’s work performance or that creates an intimidating, offensive, or hostile environment. We encourage you to report bullying behavior to the Ethics and Compliance Hotline, which provides the opportunity to remain anonymous, at (888) 878-6236.

Ontdek andere reviews over Gallagher

5,0

18 jun 2026

Client services manager

Aanbevelen

Goedkeuring directeur

Zakelijk vooruitzicht

Pluspunten

Flexible, Great Team, Mentorship, Opportunity to Grow and Gain Insurance Knowledge

Minpunten

I have enjoyed my time here

4,0

8 jun 2026

Broker placement specialist

Aanbevelen

Goedkeuring directeur

Zakelijk vooruitzicht

Pluspunten

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.

Minpunten

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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