Do not pursue - werkgeversreview Anonieme werknemer bij Gallagher

1,0
29 sep 2017
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

To be able to guide clients to the right products and solutions for their operations and help put people's lives back together. Sink or swim mentality and I can promise you will make mistakes and fail, but it's the best way to learn. This company help you determine what better questions to ask on your next interview. You will soon realize you were sold on the position and you will be able to compare such a diss functional company to your next career.

Minpunten

Nepotism. They favor the family's. Just search the area presidents of this company most of them are related. "Who do you know here". If you aren't male then will be a CSM. Cut throat atmosphere. The only thing that matters is the bottom line. They do not invest any time nor money into the service staff of this company. I have witnessed CSM's work until 10 o clock at night and on the weekends working at the office trying to keep up. I always here the words " we are over staffed" They will not offer overtime. Unrealistic goals. Typically see upper management change every year. I've gained 15lbs since working at Gallagher for a year. It is a stressful job and I do not recommend this company to anyone.

Ontdek andere reviews over Gallagher

5,0
18 jun 2026
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
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.

Bekijk reviews op: Nuttig|Beoordeling|Datum|Alle