Definity

Waterloo

Total Offices: 11

4,356 Total Employees

View Website

What's It Like to Work at Definity?

Updated on October 16, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Definity and has not been reviewed or approved by Definity.

What's it like to work at Definity?

Strengths in inclusion, development opportunities, and flexible work are accompanied by variability in manager effectiveness and workload intensity in frontline functions. Together, these dynamics suggest a generally positive environment with meaningful growth and belonging, while the day-to-day experience depends on the specific team, role, and in-office expectations.

Key Insight for Candidates

An inclusion- and voice-forward culture that actively invites employees to challenge existing practices. This is unusually empowering for a large insurer, giving individuals real influence on processes and customer outcomes. If you engage, your ideas and community involvement are visible and rewarded.

Evidence in Action

Leader Care and Authenticity — Employee survey results report 92% say direct leaders care about them and 88% feel they can bring their authentic selves to work. This normalizes empathetic leadership and psychological safety, shaping daily interactions and candid feedback.
Hybrid Flexibility Commitments — The hybrid work model and five paid Definity Days support collaboration, personal needs, and recovery time. Employees perceive flexible, people-centered scheduling and time-off norms that improve work-life balance, reduce burnout risk, and strengthen trust.

Positive Themes About Definity

Belonging & Inclusion: Inclusion is prioritized through active employee groups focused on women’s empowerment, LGBTQ+ inclusion, anti-racism and cultural equity, and accessibility. Reported culture indicators suggest many feel comfortable bringing their authentic selves to work.
Learning & Development: Training, mentoring, leadership development, co-ops, internships, exam support, and rotational programs create structured pathways to build skills. Exposure to cross-functional work and modern technology broadens learning on the job.
Work-Life Balance: Hybrid work practices and role-dependent flexibility are intended to balance collaboration with personal and family needs. Additional paid days off help create space for rest and life outside work.

Considerations About Definity

Workload & Burnout: Customer-facing and claims roles are described as emotionally demanding, involving long calls and high-pressure problem-solving after accidents or losses. This intensity can be rewarding yet draining, indicating uneven day-to-day load across functions.
Weak Management: Experience quality varies by team and manager, with differences in management approach and in-office expectations across locations. Such variability suggests that outcomes depend heavily on the immediate leader and department.
Career Stagnation: Advancement opportunities and promotion practices appear to differ across teams and locations. Progression may thus be uneven, making career momentum contingent on the specific role and manager.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.