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Hi everyone, interview for entry level Allstate claims position. Should I take it being 3 business days since my final interview and no offer. The interviewer said to give it a week and that she was gna give my info to hiring manager to review, but I thought she was the hiring manager since this was the 2 interview outside internal recruiter interview. i sent a thank you email the day after. But i don’t know i thought it was a good interview. Allstate
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Allstate is notorious for this. I got 4% this year. I looked at the market and found I was grossly underpaid with the raise. I had a new job in a week. In this corporate America, there is no loyalty to you because you stick with a company. You have to treat them accordingly.
The only way to get a real raise is to change companies…
Same here I got 4% last year but doesn’t seem fair considering constantly helping out with projects and claims. And I was rated highest on my team.
My thing is the work load is so much so I am working 10 hour and 4 on Saturday just to keep my head above water and it ain’t worth it for no 3 %
I got a measly 4% and told me employer it was unacceptable. They seemed confused. They think they’re handing us steak when it’s really half a pea
It’s not just Allstate.
I wish I could get at least 3-4%. This 2.5% is nowhere near enough to offset inflation. I provide excellent quality too, no accountability issues. Workload is extreme, managing approx 400 claim files (files, not exposures). 3rd party BI, including atty rep’d and LIT files as well.
That’s nuts! I’m sorry.
Progressive is also a member of The 3-4% Raise Club. They tell us they consider “cost of labor” not “cost of living” which I understand from a business perspective. It just seems heartless when you consider that the last 3 years of “raises” combined don’t even equate to 1 year of inflation/COL increases. Literally every single expense has skyrocketed (from cable/internet/insurance/rent/phone/electricity/groceries/gas to costs of new/used cars and home buying) and we somehow make less money now than in 2019. Thank God I work from home otherwise who knows how many times I would’ve had to “call in sick” simply because I couldn’t afford the gas to drive to an office. From the outside looking in you’d think my salary is decent but the reality is I’m looking for a part time job (on top of working my normal 40-60 hours) just to afford student loan payments that start up again in October. Sorry for the rant… but long story short, I think we all collectively feel your pain and empathize with your current situation.
3% doesn’t even cover inflation. But in theory, it’s to keep salaries competitive. If you are busting your ass, then you should get an additional percentage. Or management should address the lousy employees.
Be glad you got 3% because we got layoffs and a merit raise freeze for a year! Rent went up, salary did not. So we are struggling.
“Be glad” is not an appropriate response and is a mindset of the boomer gen. I know because I was raised by two who were loyal for 40 years with no true benefit. For those of us graduating college during the 2008/2010 recession and being told we should be “grateful we have a job” and those that went on to get higher degrees (some in a response to there being no jobs) and then being saddled with more student loan debt at high interest rates. To then deal with a pandemic and the highest inflation in decades during our prime earning years, to have to take on the job of 2-3 employees at once in response to labor issues or lack of companies willing to hire more people, to still be underpaid for our experience level and because companies are being cheap. No we shouldn’t “be glad” if we got a raise that doesn’t even keep up with SSI inflation raises. Companies should be paying employees for their workload and productivity, in line with their experience and work product. I’m loyal but only to a point and yet still more loyal than many companies would be to their employees. It’s a hard cycle to break, but people are getting backbones.
Every insurance carrier gives raises under 4%, regardless of inflation. The longer you are at the same company the more your pay falls behind the market, especially in a hot employee market with very low unemployment like insurance. The only friction insurance professionals had to making a move and getting paid more was geography, and that is going away in the remote era. Yes, I know every carrier is attempting an RTO. Not a single carrier will succeed. We have more jobs that require experience that people with the experience and continue to fail to attract and retain young talent to the extent we require. It’s a matter of supply and demand. Insurance will for the most part be remote in the US, for those with more than a couple of years of experience.
I worked at Allstate for 5 years and some years I didn't get the 3%. I busted my tail to hit atleast $60k and still couldn't get it. I left the company making $56k. Before I left I was asked by an upper to stay and they would increase my pay to $62k so all that time they were holding back knowing they could have paid me fairly. I still left to a insurance company doing wayyyy less work, less micro management and $65k to start. Still working from home. YOU HAVE TO MOVE AROUND. Take a risk by leaving that big insurance company then go back if you want then you can name your price
Can I ask where?