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      Gallagher

      Engaged Employer

      Gallagher reviews

      Account Executive - Anonymous employee Gallagher Employee Review

      1.0
      Sep 11, 2017
      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      - Hardly did any work except for renewal time.

      Cons

      Account Executives rarely did any work. Would just roll over sums insured from previous years and charge a huge fee or commission. AJG in Melbourne managed a handful of people before taking OAMPS. Small time managers who looked after a few people were suddenly looking after hundreds of people. Little experience and completely incompetent. Most staff have little/no tertiary education and are more like car salesmen. No one sets out to work in insurance.

      avatar
      Gallagher Response
      8y
      Thanks for the feedback. We are committed to creating a transparent culture where suggestions for improvement can be openly and honestly shared, and appreciate you taking the time to do so. Whilst we accept employees take away different experiences from their time at Gallagher, we are naturally disappointed to hear this account of your time at Gallagher which in no way reflects the high standards we set for ourselves or the way we create value for clients. We wish you every success in your next role.

      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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