BrownGreer

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BrownGreer Reviews

47 Reviews
2.4
47 Reviews
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BrownGreer Co-Founder & Partner Orran L. Brown
Orran L. Brown
22 Ratings
  • 4 people found this helpful  

    Exploiting Talent, Rewarding Incompetence

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Analyst in Richmond, VA
    Former Employee - Analyst in Richmond, VA

    I worked at BrownGreer full-time (more than 3 years)

    Pros

    this can be a great gig or an insufferable nightmare depending on your talent level and expectations. if you lack intelligence, don't want to work that hard, or are straight out of school, sit back and be amazed as you collect decent pay and benefits for following simple instructions and filling out spreadsheets. there are no meaningful consequences for poor performance, so aside from occasional project-based downsizing, you have no risk of being fired unless you intentionally and blatantly try to defraud the company. PTO is generous, but that includes both sick days and vacation. coworkers are very friendly, and the office environment is fairly relaxed.

    Cons

    as the title implies, this company exploits its best and brightest. if you display added competency or good judgment, prepare to have work increasingly piled on you for little to no reward. promotions and raises are too scarce to serve as a meaningful source of motivation. disarray in supervision and workflow leads to some workers having significantly less stressful responsibilities than others at the same or a lower position.

    the company blatantly favors lawyers, both in terms of pay and decision-making. remember: these are people with fancy educations willing to work for relatively low pay because they could not handle a court of law or other higher-pressure position. many of them are looking for ways to avoid day-to-day responsibility. in general, the most of the difficult, technical work gets pushed to low-level analysts and high-level claims reviewers, which brings me to my next point:

    getting promoted from claims reviewer to analyst is a scam. the week-to-week pay increase is insignificant, and although you can probably expect a decent holiday bonus, it's not guaranteed, and you'll end up working a ton of unpaid overtime hours. the only real benefit is to your resume, which is why so many analysts have historically quit within a year of promotion. there is virtually no room for advancement at any level, unless you buy into the notion that moving from "CR-3" to "CR-4" or "Analyst I" to "Analyst II" qualifies.

    as others have pointed out, the main problem at this firm is that management is at best clueless and at worst totally inept. several HR managers have quit over the past year, which is a horrible sign. people who have no business making decisions or managing people are in positions of power mostly by virtue of timing and tenure. management values long-term commitment to an absurd degree (seriously, it goes into your evaluation). the firm rarely hires managers from outside, and all the promoting from within has created an incestuous, poisonous culture that is totally unconcerned with meaningful career development. the pay, office environment, benefits, and relative ease of work are *just* enough to ensure that the current gentry of 30-45 year old managers will never quit, so opportunity for advancement gets more scarce by the day.

    in short: if you have youth, talent, ambition, and sense of self worth, STAY AWAY.

    Advice to ManagementAdvice

    wake up. stop dumping internal development off on people who don't have the time, experience, or support to make any meaningful changes. jargon-laden PowerPoints and "morale boosting events" will not suffice. clean house and restructure. make efforts ($$$) to attract outside talent. having bright, motivated people come and leave after a few years shouldn't be seen as a bad thing.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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