CSAA Insurance Group


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IT Analyst Claim Systems

CSAA Insurance Group Glendale, AZ

/acc​ountabilities​ for the purpose of achieving on-time and quality deliverables. The needed skills and knowledge include SDLC, project management… CSAA Insurance Group

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CSAA Insurance Group Reviews

438 Reviews
438 Reviews
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CSAA Insurance Group President and Chief Executive Officer Paula Downey
Paula Downey
85 Ratings
  • 1 person found this helpful  

    Time for the CFO, CIO and most of the C-level IT execs to be booted

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    Current Employee - IT
    Current Employee - IT

    I have been working at CSAA Insurance Group full-time (less than a year)


    CSAA realizes its technical weaknesses in some areas, particularly in web and mobile. Consequently, there's significant opportunities for improvement within IT. How soon these improvements can be planned and carried out is the tough sell, as the politics are brutal. Think of the warring factions in 'Game of Thrones' without the exciting backdrop. Most IT employees are generally friendly - the reason is most of them have been there long enough where they can just relax with few repercussions. There are extremely talented tech people at CSAA but they're often difficult to filter out from all of the dead wood.

    Broken processes are abound; IT is significantly overstaffed and has reason to consider double-digit layoffs within the next 18 months. How any team within IT can add any new personnel is ludicrous, but again, they love burning cash. Maybe its an ego trip for the execs to have larger teams. The teleworker method is fine for some companies but better suited for larger, more-established tech firms such as Intel or google. Same can be said for H1-Bs/outsourcing - having a clueless manager in charge of 40 H1-Bs is burning another pile of cash. And again, utilizing one or several broken processes. Are the board members aware of this? Or are they in on it, too? Guess the latter and you'd be right.


    The general DMV mentality is tragic - it's common for a few IT employees to only perform their job function if someone else is right next to them. Asking for one to perform similarly in an email typically goes nowhere. This is unacceptable in most of corporate America but is often the norm at CSAA. Difficult to get fired within IT - there's zero accountability and HR is nearly useless. What's the point of having surveys, especially manager surveys, if nothing comes of it? (besides the bonus implications)

    Blatant grift to earmarked vendors as well as overseas staffing agencies. Both of these overlooked problems are snowballing into long-term catastrophes on a larger scale, yet somehow go unnoticed. Glendale IT is either afraid to, or won't hire women. This is appalling for a company which loudly beats the diversity drum.

    Two broken areas include desktop imaging and laptop inventory. These problems should have been fixed years ago, but look at the management chain tasked to each. A clean start is needed between high and middle management - if they fired the top 3, the middle 3 would be promoted and just keep pushing the same, wrong ideas.

    Advice to ManagementAdvice

    Not sure why you'd give management advice - they don't want to listen! Get rid of the H1-Bs, CSAA is a poor fit for that worker. Hire more women in IT. Get rid of IT managers that nobody likes and can't do the work - there's more than a few. Start thinking about who should be laid off due to incompetence or irrelevance; in IT this is currently around 10-20% of the workforce. Changes are way too slow to happen and they only happen early on in the year typically when the budget has been approved. Stop burning money on Hail Mary tech projects and find a new CFO that's conscious of spending. Eliminate excessive waste on travel, travel expenses and get-together events. What was the point of buying the high-end video conferencing equipment? Why do a few insist on spending so much cash? Vendor conflict of interest concerns should also be a top priority, as it is a problem.

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