Boston - MLP Gallagher Employee Review

4.0
18 July 2019
Recommend
CEO approval
Business outlook

Pros

The Boston office is in one of the best locations in the city, looking over the Greenway and Seaport, while also being within minutes of South Station. Coffee and various snacks are provided to employees. Summer perks are given from Memorial Day to Labor Day allowing employees to wear casual clothes (jeans, shorts) all week while also being able to leave at 2pm on Friday. Despite some of the prior reviews, this Gallagher office is one of the best performing in the country. We are known as true industry experts within the technology and life science industries. The management liability group is world class and the fact that it has grown and continues to expand is a testament to the value we are able to bring compared to other agencies.

Cons

It is true that some of the benefits are below average; capping PTO at 20 days for all employees is a sad amount compared to other agencies and insurance carriers, who give that amount to first year employees. After Arthur J Gallagher acquired William Gallagher in 2016, turnover was quite high for 2 years, but seems to be decreasing to almost normal levels. The office is still understaffed, but has many positions open, which will hopefully be filled soon. Managers are stretched thin, because it is a Gallagher standard for them to also have "books of business" and bring in/contribute to revenue. This likely perpetuates some of the problems.

Explore other reviews about Gallagher

5.0
18 June 2026
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 June 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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