Got what it gave me - werkgeversreview Customer Service Associate bij Gallagher

2,0
18 apr 2025
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

-took willing fresh out of college or people in the insurance industry and willing to train you -full hands on training -had weekly snack delivery and hot chocolate/coffee available -alot of community engagement and opportunities to connect outside of work

Minpunten

-Not everyone gets to grow and move up in the company, its about who you now and what team you're on -Salary is based on however they feel and what you ask for; the new hire college kids were getting paid $20-30K more than employees in the same position as them so talk about salary openly ! -Office was not diverse at all and passive aggressive annonymous tips were left in the suggestion box to police clothing on curvy employees yet others were in mini skirts and mini dresses -favoritism with Csuite execs is very common so its about who you know and not what you do to get opportunities or else you get poached by their competitors ;)

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Reactie van 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.

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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