What is the hiring process like at National General Insurance?

Fast hiring process, and it’s great for experience

Low pay and high stress, unrealistic work volume and unfair metrics.

Work from home Company culture Schedule flexibility

Hiring process is slow Positions will take a while to reject you

The job isn't high pressure, and the interview process reflects that. Good work life balance. I never have to work more than 40 hours a week unless I want to.

The company is very rigid and you won't have the opportunity to dive into many aspects of software engineering. There is a team for DB, a team for CI/CD, a team for everything. You will mostly just work your little area. There also doesn't seem to be much room for career growth. Raises are pretty small, and I haven't seen anyone get promoted in my 2 years here. They reported the highest earning day in the company's history this year and only gave out sweaters as a reward- no monetary bonus whatsoever.

• The company covers the cost of insurance licensing, which is a financial benefit for new hires. • Remote work opportunities provide flexibility.

Toxic Management Culture: Once out of training, management frequently emphasized various ways employees could be terminated rather than fostering a supportive and growth-oriented work environment. This approach created an atmosphere of fear rather than motivation. • Unreasonable Performance Expectations: Even with near-perfect Quality Assurance (QA) scores, employees are often placed on Performance Improvement Plans (PIPs) immediately after training. This practice undermines employee morale and suggests a predetermined intent to push employees out rather than develop their skills. • Ineffective Coaching & Development: Coaching sessions provided little to no actionable guidance for improving sales performance. Feedback was often focused on minor, nitpicky details rather than strategies to help agents successfully close deals. • Lack of Transparency & Control: The company maintains complete control over call routing, queues, and the types of calls assigned to agents, limiting their ability to succeed and directly impacting commission opportunities. • Non-Competitive Compensation & Unfavorable Hours: The hourly wage is not competitive with industry standards, and scheduling is not conducive to work-life balance. • Bait-and-Switch Hiring Practices: Upon hiring, I was provided with one expectation regarding my schedule, only to have it changed immediately after training, demonstrating a lack of honesty and consistency in their hiring process.

• Helpful network of co-worker adjusters and knowledgeable l MDS tech support

• Claims handling database does not meet expectations. The trainer said this system was built by someone who doesn’t do our job. • Remote laptop training and a few ride-along days do not meet new hire proficiency expectations. • Management low-key shames individual performance metrics on team emails.