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Security First Insurance

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They will eat your soul - Avis employé Customer Support Supervisor Security First Insurance

1,0
22 déc. 2024
Recommande
Approbation du PDG
Perspective commerciale

Avantages

- Small company, so it is easy to network and build connections

Inconvénients

- Leadership will not back you up on anything. In fact, they will actively search for ways to punish you irrespective of your performance - Human Resources does not understand either employment law or how to treat people decently. - Benefits have been cut. Do not come here expecting not to pay out of pocket for health insurance. - Little opportunity to grow. Leadership will dangle promotions in your face but there is no follow-through. - Toxic work environment. Customer Support's staff moral especially is at an all-time low. The department is the laughing stock of the company. - Remote options have been taken away, and you must be meeting ridiculous and purposefully unattainable requirements to get a few days hybrid. - Supervisors are unable to give their direct reports the salary increases they have earned. No matter how much justification you provide, Leadership and HR will always force you to give a worse review than you think is fitting so they can pay people less. - Employees that have advocated for themselves in cases like being unpaid for valid overtime have been terminated. - The C-Suite truly has no idea what is happening in their company because they do not interact with the frontlines in a real way. They take for granted what their VPs tell them.

Découvrez plus d’avis sur Security First Insurance

5,0
16 juin 2026
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Great strong company. Cares about their people. Good benefits

Inconvénients

None. It’s a great company that is growing.

1,0
23 juin 2026
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

The people I worked and interacted with on a daily basis were great.

Inconvénients

The company promoted a strong work-life balance during the hiring process, but that promise quickly proved unrealistic in practice. Likewise, employees were led to believe that quality healthcare coverage would be company-paid, only to later experience benefit changes that required employees to pay substantially more for meaningful coverage. Another significant concern was the company's shift in expectations regarding remote work. Most staff was hired into fully remote positions, located throughout Florida and from out of state. After hiring based on those representations, the company began pushing for employees to work from its Ormond Beach office. For many commuting to Ormond Beach on a regular basis was simply not feasible. Expecting employees to uproot their lives, relocate their families, and absorb the associated costs after being hired as remote workers was unreasonable, particularly given the uncertainty surrounding the organization's long-term direction and staffing decisions. The workload was consistently heavy, and employees were often required to devote substantial time to administrative or minute tasks that added little value to case strategy. The expectations were often unrealistic and disconnected from the practical realities of managing a high-volume caseload. Overall, the environment lacked respect, trust, and appreciation for the contributions of staff.

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