Global Atlantic Financial Group Career Growth & Development

Key Insight for Candidates

• Internal Mobility: Internal talent mobility is described as a key part of an exceptional culture, with examples of employees moving up internally and leaders taking on expanded roles. The organization is also characterized as willing to shift people and teams to improve role fit, which can broaden experience.
• Professional Development: Professional development programs and tuition reimbursement are presented as core benefits, alongside job training and conference support. Structured learning is also signaled through ERGs, mentoring elements, and a stated focus on retaining and growing talent.
• Skill Development Resources: Early-career programs are positioned as hands-on skill-building experiences across multiple functions, supported by specialized training and one-on-one mentorship. Access to KKR’s investment platform is framed as expanding the range of projects and skills at the intersection of insurance and asset management.

• Opaque Promotions: Promotion processes are characterized as inconsistent or unclear in some areas, including claims that advancement depends on relationships rather than transparent criteria. Expectations of remaining in certain entry tracks (e.g., call center) are cited as a risk to upward movement.
• Unclear Advancement: Advancement paths are portrayed as uneven by team and location, creating uncertainty about how reliably development translates into promotions. Fast change and frequent reorganizations are described as adding ambiguity to career trajectories.
• Lack of Learning & Training: Training depth is described as variable, with pockets of rushed onboarding, micromanagement, and limited guidance that can hinder development. Operational inconsistency and workload pressure are noted as factors that can crowd out structured learning.