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      Gallagher

      Engaged employer

      Gallagher reviews

      Weak Management - Lazy Account Executives - High Level of Favoritism - Anonymous employee Gallagher Employee Review

      1.0
      Mar 21, 2017
      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      Good starting wage, lots of opportunities to learn

      Cons

      Leadership is weak and deceptive. There is huge disconnect between management and the service team i.e. half of the service team left due to the same issues. The favoritism is blunt and right in your face. Several weak team members were promoted with little knowledge of the industry and ghastly work ethics. There are also a number of account executives who don't pull their own weight. In short, success here is driven by office politics not performance.

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      Gallagher Response
      9y
      We appreciate your feedback. At Gallagher, we are deeply committed to promoting equal opportunities at every level in our company opportunities regardless of race, color, national origin, gender, age, religion, disability, veteran’s status or actual or perceived sexual orientation, or any other characteristic protected under federal, state or local law. If you have seen such discrimination, please direct complaints to the Ethics and Compliance Hotline at (888) 878-6236.

      Explore other reviews about Gallagher

      5.0
      May 22, 2026
      Associate producer
      Recommend
      CEO approval
      Business outlook

      Pros

      Good people, opportunities to be challenged and learn

      Cons

      Complex industry with moving parts

      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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