Gallagher

Reviews voor Gallagher

Management in the Albany, NY office is incompetent. All they care about is making numbers. - werkgeversreview Sales Associate bij Gallagher

1,0

26 nov 2017

Sales associate

Aanbevelen

Goedkeuring directeur

Zakelijk vooruitzicht

Pluspunten

Nice office with great CO-workers who are fun to work with and are team players. The building has the best restaurant on the first floor.

Minpunten

Incompetent management who play favorites and who know nothing about insurance or selling it. The morale truly is awful and people can’t wait to retire. The number of people who have left or been terminated is off the charts but no new people joining except a relative of the area president.

Reactie van Gallagher

Thank you for your feedback. The role you are referencing is our Benefits Advocate position which is a customer service role. As a benefits advocate you are a resource for our clients, managing their questions and emails as well as collaborate with our partners. Gallagher relies on our benefits advocates to help create clarity and peace of mind for our clients. We want to address some of your other concerns, which do violate several tenets of the Gallagher Way. As a former employee, you may still reach out 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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