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      Gallagher

      Engaged Employer

      Gallagher reviews

      Good and Ok - Client Services Manager Gallagher Employee Review

      3.0
      May 1, 2025
      Client services manager
      Recommend
      CEO approval
      Business Outlook

      Pros

      You get to meet a lot of great underwriters and *some* of upper management will openly make themselves available for learning opportunities and answer any questions you may have in a helpful way. Work can be tedious and repetitive but if you’re interested in learning about companies, it can be intriguing.

      Cons

      Pay is not worth the amount of work and hours expected out of you. Depending on who you work under will effect your experience entirely - some great and helpful others dismissive and not accessible. Climbing up the corporate latter here is difficult. People will get stuck being a client service manager for years, some decades. High turnover rate so getting used to constantly training new employees can be distracting.

      avatar
      Gallagher Response
      1y
      Thank you for bringing this to our attention. Career development is a key focus for us. We continuously improve our programs to provide structured pathways for growth. Your insights help us grow and continue building a better workplace for all.

      Explore other reviews about Gallagher

      5.0
      Jun 18, 2026
      Client services manager
      Recommend
      CEO approval
      Business Outlook

      Pros

      Flexible, Great Team, Mentorship, Opportunity to Grow and Gain Insurance Knowledge

      Cons

      I have enjoyed my time here

      4.0
      Jun 8, 2026
      Broker placement specialist
      Recommend
      CEO approval
      Business Outlook

      Pros

      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.

      Cons

      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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