Placement Support - Placement Support Gallagher Employee Review

3.0
Jul 31, 2025
Recommend
CEO approval
Business Outlook

Pros

Meet some good people across different teams.

Cons

No real support from Managers or Operations Directors Expectations sometimes feel unattainable Relationship between London team and Ipswich team is non-existent. London team talk to you as if you are a number, not a person. Overall culture / aura of the company is very negative since migration to OT.

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Gallagher Response
10mo
Thank you for bringing this to our attention. We’re truly sorry to hear about your experience, this is not the type of environment we strive to create, nor does it reflects the values of the Gallagher Way. We strive for transparent and effective leadership. Your feedback helps us refine our approach to leading our teams.

Explore other reviews about Gallagher

5.0
Feb 16, 2026
Recommend
CEO approval
Business Outlook

Pros

Great exposure to a true corporate environment at HQ in Rolling Meadows. The internship significantly strengthened my professionalism, from communicating with senior leaders to participating in client-facing meetings. It also built my confidence in public speaking through regular presentations, team updates, and collaborative discussions. The culture encourages interns to speak up, take ownership of projects, and operate at a high standard, which accelerated my personal and professional growth.

Cons

None, the experience was extremely well-structured, supportive, and provided meaningful exposure to both leadership and real client work.

4.0
Jun 8, 2026
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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