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      Gallagher

      Engaged employer

      Gallagher reviews

      Good Company - Horrible Office Baton Rouge, LA - Client Services Manager Gallagher Employee Review

      2.0
      12 Oct 2016
      Client services manager
      Recommend
      CEO approval
      Business outlook

      Pros

      Co workers are nice. Had a crawfish boil and decent Christmas party. Consistent 9-5 hours. Pay is better than smaller agencies.

      Cons

      Girls do not have the same opportunities as "the boys". They will hire you right out of college and promise you the world and then place you into a CSR role when they hire male from your graduating class and put them into an account executive role. Co workers gossip and form cliques. Co workers are always watching you and love to run to management to tattle tail.

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      Gallagher Response
      9y
      Thank you for your comments. Gallagher is committed to equal employment 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 see such discrimination, please direct complaints to the Ethics and Compliance Hotline, which provides the opportunity to remain anonymous, at (888) 878-6236

      Explore other reviews about Gallagher

      5.0
      18 Jun 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
      8 Jun 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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