Gallagher Bassett is a fine company to work for, so long as you know the right people. - werkgeversreview Anonieme werknemer bij Gallagher

3,0
14 sep 2008
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Gallagher Bassett overall has a laid back atmosphere and pays well enough for the duties that are required of their employees. The hours are good (flexible time off) and coworkers tend to be very friendly.

Minpunten

The company's structure is that of a boy's club, where female employees will rarely be offered the opportunity to advance at the rate of their male counterparts. Take into account the fact that there are actually slightly more women than men in claims positions, and the lack of female managers is all the more obvious. The workspaces themselves need a dramatic overhaul as well, as the computers are antiquated and the proprietary software being used by the company (Risx-Facs) is barely functional for a good portion of the day (sometimes as much as a half-hour every single day). This has been in the phase of "we're working on a solution" for at least the past 4 years, and the changes that have been made recently are not optimized to run on the ancient computers, so the amount of freeze-ups are too numerous to count.

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.

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