Ameritas Career Growth & Development

Key Insight for Candidates

• Internal Mobility: Company materials spotlight associates moving through different positions over 16 years and frequent officer promotions from within, including recent elevation of long‑tenured insiders to CEO and president/COO. These patterns indicate internal pathways are actively used across functions.
• Leadership Development: The careers page highlights leadership development programs, and the Emerging Leaders Academy with the University of Nebraska–Lincoln focuses on strengths, communication, change management, and innovation. Councils and field advisory cabinets provide practitioners avenues to influence strategy and build leadership skills.
• Professional Development: Formal offerings include professional development programs, tuition reimbursement/assistance, and a sizable internship pipeline, signaling structured support and budget for learning. Company content emphasizes study groups, mentoring, recognition, and CliftonStrengths as ongoing development mechanisms.

• Unclear Advancement: The company does not publish promotion rates by function or office, and growth pace is described as varying by business line, role, and manager. This makes advancement cadence dependent on local practices rather than a clearly defined, companywide progression.
• Limited Mobility: Promotion-from-within is emphasized but not guaranteed as roles are sometimes filled externally based on strategic needs. Location dynamics suggest opportunities and resources are denser in hubs like Lincoln than in smaller or remote teams.
• Lack of Learning & Training: Customer-facing teams can face service pressures that reduce day‑to‑day time for learning despite funded training. Access to tuition, certifications, and conference budgets sits with business units, so usable learning resources can differ by team.