Gallagher Bassett Services – Ridgefield Park, NJ
RPS excels at developing strong carrier and client relationships, the cornerstone of our industry. We respond quickly, courteously and professionally… Gallagher Bassett Services
Gallagher Bassett Services – Melville, NY
At Gallagher Bassett Services, Inc. (GB) we are constantly seeking skilled professionals who are up for a challenge and take exceptional performance… Gallagher Bassett Services
Arthur J. Gallagher – Garden City, NY
Arthur J. Gallagher Risk Management Services, Inc. is the U.S. retail property/casualty brokerage division of Arthur J. Gallagher & Co. Our advisors… Arthur J. Gallagher
Arthur J. Gallagher – New York, NY
The Producer is responsible for driving revenue growth by building and maintaining valuable relationships, delivering comprehensive solutions that… Arthur J. Gallagher
Gallagher Bassett Services – Garden City, NY
Gallagher Benefit Services, Inc. (GBS) consistently stands out in a competitive marketplace as an employer of knowledgeable, highly skilled and… Gallagher Bassett Services
Arthur J. Gallagher & Co. Photos
No opinion of CEO
- Work/Life Balance
- Career Opportunities
- Comp & Benefits
- Senior Management
Great flexibility in terms of what you want exposure to. You can work on a number of different types of insurance lines without any problem from the company structure (unlike the Aons and Marshs that only allow you to have exposure to just 1 line of business). You can really learn a lot and expand your knowledge here.
If you're looking to build a technical career during the launch phase (1-4 years), this place is not a good start. Very limiting on your growth potential. The company structure is too defragmented by offices and as a result is a counter-incentive to working with each other across offices or regions, in effect limiting your growth opportunities, exposure, and recognitions to just your office. For a global brokerage, you're still getting the same experience you could get at a localized single office brokerage, but with nationwide corporate protocols that further restrain your role. No payscale with constraining by-office budgeting will limit you from getting any sort of raise to once every 5 years. Consistently excellent performance has merited a raise for some as "early" as once every 3 years. Only decent growth potential are for the producers. Company culture is not keen on promoting from within and believes that technical roles and expertise can always be found from hiring externally, and it does help keep employee costs down. Also very easy to get complacent and lost within the beat of your office, and I've witnessed this keep some stuck in their role for 10-20 years without really growing much at all.
Advice to Management
Restructure the business model, office structure, budgeting structures. Find a new way to operate that will be enabling for office-to-office, region-to-region interaction. Think "virtual" teams. Offer pay-scales or a career track to entry level employees to make them feel like they are growing somewhere. Especially with Gen Y, very likely to move after 2 years. It's hard to grow talent from bottom up and expect them to stay in the company for 20-30 years, traditional methods are not efficient anymore.