American Income Life Pay & Benefits | Glassdoor

American Income Life Overview

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Waco, TX
10000+ employees
Subsidiary or Business Segment
$500 million to $1 billion (USD) per year

Working at American Income Life

American Income Life Insurance Company has served working class families since 1951. Our life and supplemental accident and health products help protect members of labor unions, credit unions, associations and their families. AIL is a company that cares about its policyholders ... Read more

American Income Life Reviews

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American Income Life CEO Roger Smith
Roger Smith
844 Ratings
  • Helpful (963)

    "Might Be The Longest & Hopefully the Most Honest & Balanced Review on Glassdoor Concerning AIL. Please read to the end!"

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Regional Director
    Current Employee - Regional Director
    Neutral Outlook
    Approves of CEO

    I have been working at American Income Life full-time (More than 5 years)


    So many pros here....let's start with:

    1) Freedom & flexibility- the ability to be an independent contractor (1099 associate) who can set their own hours, work pace, and income level.

    2) Preparation for the future- It is also nice that you can utilize AIL to gain valuable knowledge about sales, marketing, business development, communications and almost any other valuable skill/trait you would normally acquire in a university/college setting before setting out into the professional world. AIL is a great place for people to develop a solid core for what may lie ahead in their future for what they ultimately want to do for the rest of their lives.

    3) A fully-vested, Union-protected 10-year renewal plan makes achieving whatever you want to do in life possible- whether it is starting your own business or a non-profit, without taking out huge small business loans. Work hard now- enjoy the financial benefits for the rest of your life.

    4) The socialization aspect: from policyholders to co-workers to the random person that opens up the door to you on a daily basis there is never a boring day @ AIL. In short, we get paid to drive, talk, and help educate people on how to be financially literate when it comes to insurance and savings. Also, we get invited to BBQ's, family functions, and many other cool events from our members. It is impossible to work @ AIL and not develop a strong social network as a result of working here!

    5) The opportunity to be given recognition and additional responsibilities based on your own results, instead of on tenure or who you know

    6) Legitimate 6-figure income reality...I've personally only had 1 year under $100,000 and I took a ton of time off that year. I had never made more than 50,000 per year working 60-70 hours per week in retail prior to AIL.

    7) Good Senior Leadership/Mentors: although rare, this company truly some fantastic individuals sitting in high-profile & decision-making positions within the company...many of whom truly live the company's mottos and operating principles to the 'T'

    8) Ability to rebound quickly in a financial crisis- whether it happens directly or indirectly to you there a very few professional opportunities where you can go make an extra 10K or so the following month, even if you are not a manager. While money is the root of all evil, it can also help you do great by and support those around when times get tough. As long as someone focuses on the beneficial aspects of the monetary opportunity at AIL they will be in a good place.

    9) Running your own business- as long as you are showing results and growth, you can run your own office(s) with nearly absolute autonomy. But, unlike running your own traditional business, you have the support of a Fortune 700 company and its senior leaders when you need it. It's the best of both world's really.


    NOTE: Every individual AIL office is franchised and no two are exactly alike in nature...just like a fast-food chain or multiple-location gym.

    Depending on your SGA (AIL franchise-owner), RGA, MGA, and other upline managers, you may have the above-mentioned freedom & financial opportunities inhibited by several factors including:

    1) Micromanagement- many managers treat their associates like W-2 employees in their daily interactions with them and should be reminded of the 6-Point Test for Independent Contractors to help them develop a working relationship that is more true to the nature of their contract. Recommend to do something, but not require them to do something. Small but huge difference between the two.

    2) Too heavy of a focus on the scripts- teach your associates the script and it's key components but don't hold back their creativity and interpretation of the presentation- remember, you hired them because they were intelligent beings (I hope)...not script-reciting robots.

    3) Mandatory Meetings- yikes, this is a huge legal volcano waiting to bury the SGA's of this company. Recommend attendance and explain why it is important associates are there...and leave it at that.

    4) Lack of accountability from senior management- remember, you are not infallible...quit making promises you can't back up and if you fail to uphold your end of the bargain, make it right in whatever way possible!

    5) Buddy-buddy system- depending on the SGA, many are very cliquey and develop too tight of an inner-circle where the general attitude becomes very akin to a fanatic cult. Stay true to your standards and guidelines, not to who challenges you the least and edifies the very ground you walk on

    6) Chargebacks and selective underwriting- you may actually owe the money back to the company if you submit a policy that does not get issued due to health, even though sometimes the insured met the underwriting guidelines of the field guide you were issued. AIL also does not like to underwrite large policies for some reason.

    7) Too many traps in the bonus system- many times as a senior manager I have not earned the bonuses I projected on earning because of the several pitfalls in the bonus system, such as the quality of the downline manager (the manager you are supervising), the fact that your downline managers did not code enough new associates (even though you might have)

    8) The Peter-principle- associates are promoted to management positions to rapidly in many SGAships across AIL so they never get a chance to fully grow into their previous role and end up failing miserably at everything. Give junior associates more time to hone their skills before throwing the next task(s) at them. If you want to grow so bad, go do it yourself and stop forcing others to take on your responsibilities.

    Advice to Management

    Before I give advice to management (see below) I would like to give some advice to those reading reviews: 90% of the content of the negative reviews you see on this site are TRUE, to one degree or another. But remember, no one generally goes to the internet to blog about how great things are- it's usually to complain or expose what they feel is negative. However, some red flags for you (the potential job seeker) when you are reading reviews: if someone says the word "employee" in their review you can essentially disregard the rest of the review due to the actual nature of the contract they signed.

    Also, if someone complains about travelling they simply were not paying attention to the interview process (or the local office wasn't being truthful)- they were blinded by the $$ potential. And finally if anyone complains about management not being truthful, in most cases I have observed it's because they came ill-prepared for the interview and did not ask enough and/or the right questions. To expand on that, another huge reason for attrition is lack of spousal support. The new associate might not have clearly explained the opportunity & its requirements to their spouse or s/o- approx. I would put the figure of dissatisfied agents around 60% of the total % of dissatisfied agents that promise their better halves the world via this opportunity and do not prepare them for the initial 3-6 month grind required to be successful long-term.

    My advice to candidates: don't sign on the dot for the job- ask to ride along (job shadow) the person interviewing for a day or two before committing to the opportunity. Also, once you commit: do so for a minimum of 6-months. This is not a career you can gauge on a daily or weekly basis.

    Now that I have said that, I am exited to provide some valuable some advice to the management:

    1) Stop hiring everybody! This career should not be someone's first "real job" really do need a bit of good educational or professional experience (at minimum an internship or working entry-level at a successful company, regardless of industry) prior to joining AIL. AIL is only good for a gateway into the financial services industry, not into the general realm of employment itself! By hiring bad candidates you alienate the good candidates in your organization and the opportunity does not seem that special anymore, hurting agency culture and individual drive.

    2) Hire by necessity- not in advance to replace the inevitable turnover. If you are losing agents left and right, aggressive hiring on a weekly basis will do nothing but apply a 1-month Band-Aid to the solution and fill the pockets of your SGA!! In order to stop turnover, book a ton of interviews and only select the absolute best candidates, mentor them to obtain their license, and support them during their 1st 90 days as if they were the last agents you are ever going to hire. In short, don't hire their replacement until they give you a reason to do so.

    3) Know your territory and the opportunities/constraints it provides, don't out hire your available resources to where your agents must produce 90% of their leads by referrals just to have a weekly paycheck. Referrals are awesome, but remember- we are a UNION company, first and foremost. When those goes by the wayside, so does our niche and the business model itself will start to decay leaving us at the same level as State Farm, New York Life, Farmers, etc...just a general insurance company looking to present to anybody willing to listen to our "spiel".

    4) Educate your Agency Owners (running their own office) about business & tax legalities. Don't force them to invest their money, hire associates under the table, put agents on mandatory schedules...and then when they get in trouble hide behind the "Oh, well they are an independent contractor" guise. Step up and take ownership of the actions of those below you that you have mentored.

    5) Do more with less. Currently as a company I feel we could double our production but cutting 1/3 of our agency force and cutting recruiting efforts by over 66%...this would leave 2-3 uninterrupted weeks to devote to the proper mentoring of those associates we bring on to our respective teams and provide the time needed for managers to increase production so junior managers can afford to give away some business to a new associate once they pass their state licensing exam. If you want to recruit every week, you personally should pay for the staff to do so instead of shifting the financial & logistical burden onto managers below you w/ a fraction of your income.

    6) Be upfront and don't tell lies to people in the hiring process. Set up clear expectations (in writing) and don't be afraid to sign your name on the line of what the position will entail from day 1 - retirement.

    7) Make a commitment to yourself that you will help this company be great again- yes we are making more $$ than ever before and our company's growth is nothing short of admirable....let's just leave a smaller "trail of blood" in the process and not build OUR dreams on the obliterated ones of wide-eyed newbies who often entrust us with the last bit of money, time, and trust they have left during these rough times. Let's be a positive example for labor and not a thorn in its side.

    8) Create a more formal business structure by creating roles for key associates and assisting junior managers with their investments in the structure of their business...instead of giving away thousands of dollars of I-pads, vacations and other ridiculous prizes that only benefit the top 10% of the company. It's time to stop making a non-MLM company appear like one.

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American Income Life Photos

American Income Life photo of: Leadership Academy
American Income Life photo of: VP Field Operations Domenico Bertini
American Income Life photo of: VP Agency Leadership Development Larry Strong and VP Field Ops Domenico Bertini
American Income Life photo of: VP Agency Leadership Development Larry Strong and Wayne Stinson
American Income Life photo of: Closer to the Heart in Los Cabos
American Income Life photo of: Roger speaking at 101
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American Income Life Interviews



Getting an Interview

Getting an Interview




  1. Helpful (95)  

    Benefits Representative Interview

    Anonymous Interview Candidate in Earth City, MO
    Declined Offer
    Negative Experience


    I applied through other source. I interviewed at American Income Life (Earth City, MO) in April 2017.


    Received a call from a lady telling me "Our hiring manager reviewed your resume and wanted to know when you could come in for an interview." I had to ask her what company she was with, what they sold/provided, and what the position was. She said the company was "American Income" and the position was "Benefits Representative". Then she asked if I could come in for an interview at 10am the next day.
    I asked what the duties of the "Benefits Representative" were. She said "Answer questions from union employees and make sure all paperwork is filled out and completed." I asked "That's all?" and she replied "Yep, that's it!" and I agreed to come in. She ended the conversation with "Now, make sure you come dressed 'business professional,' so no jeans or tennis shoes," which seemed pretty condescending. Of course you're going to wear a suit to a job interview.

    Do they get a lot of people interviewing in jeans and tennis shoes???

    Apparently so...I walked into a lobby full of diverse-looking people and thought "I'm the most professionally-dressed person in the room." The receptionist took my resume and references, then had me fill out a form. All of the information asked for on the form was ON MY RESUME. I hate having to fill out redundant paperwork. Why create a resume if they're not going to use it?

    I was taken into a nondescript office by an individual who said his position was "Benefits Director" and he said that was the position I'd be interviewing for. I felt like I'd been moved up in importance from "representative" to "director"! In the TWO MINUTE INTERVIEW, he asked why I'd left my former job. Then, upon hearing my answer, decided right there that I was AIL material and ushered me into the meeting room...with twenty other people. ***By the way, I asked where their hiring manager had found my resume and he said he had no idea.***

    An important-looking individual gave a stellar presentation. I asked the lady next to me what she was interviewing for and she said "Benefits Director/Representative" as well. Soon we found out that it was LIFE INSURANCE SALES. As soon as I realized this, I wanted to walk out. It was clear they'd gotten us there under FALSE PRETENSES and that their intent was to DUPE AS MANY PEOPLE AS POSSIBLE in the hopes that a few would be dumb enough to accept an offer.

    We filled out tons of paperwork and questionnaires, ending in a short 6-question summary, number 6 being "If offered a position, would you accept?" I decided to say "yes" to see what came next. The individual tried to call me around 6pm that night, but I didn't answer, having thought what a complete waste of time he had represented. I was tempted to call him back and let him know I figured out their FRAUDULENT and UNETHICAL method to dupe job seekers into coming in to interview for one job, only to find out it was something else completely. But I didn't want to waste any more of my time.

    Do NOT fall for their tactics. They are looking for WARM BODIES with NO ETHICS to peddle their product to union members.

    Interview Questions

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American Income Life Awards & Accolades

  • A+ (Superior) Financial Strength Rating, A.M. Best Company, 2012
  • AFP Lifetime Achievement Award, Association of Fundraising Professionals (AFP), 2011
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