Munich Re reviews

This review is for Dublin office. Headline is self explanatory, which gives you all the information you need if you intend to work for this company. I saw people join and then leave within two months and go back to their previous employers (which is extremely uncommon in any other organization). Another phrase that would define MunichRe would be "incompetence" as I've never seen so much hatred from the clients towards a vendor in my whole life. Literally on my first week, I was asked to introduce myself to a client, but I got yelled at nonstop for one hour because of the mistakes that was done by the company before me. After seeing similar reaction from other clients, it didn't take me too long to understand the root cause and leave. What I never understood and will never understand is, going to a design workshop to collect customer requirements, but seeing "technical architects" and "business analysts" never take a single note, and then the sales team and project directors prioritizing night time activities with the customers and then blaming the new guy (me!) for not smiling or contributing to a meaningless conversation at 1 AM after an exhausting 5 day workshop... Not to mention nobody even acknowledging the productivity of those sessions (which ultimately ends in loud complaints, but you get the idea)... Do not let the old review date distract you, these people who ruined my experience are still there in senior management.

I felt that management was eager to take all the credits for all successes and quick to blame down for all failures. I think they played favoratism, ill-treating those that they do not personally like and favoring those that kiss up to them and those good at self boasting, regardless of the individual's actual contributions to the company. I feel that their turnover rate is too high for their industry - if you ever discuss with them about a job opportunity, ask them how many has left the Munich Re Markets division in the past 3 years, including those who transferred out of the division while remaining in the company. Ask them how many left the division by region (i.e., North America, Asia, etc.), and then compare these numbers by their current staffing level by region (the division is global). I think even their senior level has a high turnover rate - try searching on Google yourself, e.g. including double quotes: "Munich Re Markets" head of "global structuring".