Hagerty
What's the Company Culture Like at Hagerty?
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Hagerty and has not been reviewed or approved by Hagerty.
What's the company culture like at Hagerty?
Strengths in people-first practices, learning investment, and mission alignment are accompanied by concerns about workload intensity, micromanagement in some teams, and perceived gaps between stated values and actions. Together, these dynamics suggest an engaging, community-oriented culture that can vary significantly by role and leader amid operational pressure and organizational change.
Key Insight for Candidates
Defining tradeoff: a passion-fueled, belonging-first culture meeting a post-IPO profitability push (including layoffs and policy shifts). This creates an inspiring mission and community, but also tighter performance expectations and trust frictions—candidates should weigh enthusiasm for car culture against comfort with change and public-company rigor.Evidence in Action
- Hagerty University Learning — Hagerty University delivers 50+ classes and tuition support to advance skills and careers. Employees experience clear growth paths and feel actively invested in, reinforcing the stated growth‑mindset value.
- Stick Shift 101 Experiences — Programs like Stick Shift 101 and employee drives from the company car collection embed car culture into daily work. Employees build camaraderie through shared experiences and feel connected to the mission, increasing pride and belonging.
Positive Themes About Hagerty
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People-First Culture: Teams are described as inclusive and welcoming, with colleagues caring for one another like family. Remote flexibility, wellness support, and paid community service reinforce a caring environment.
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Learning & Knowledge Sharing: Programs like Hagerty University, tuition support, and open feedback emphasize continuous development. Hands-on automotive experiences and employee groups help people share knowledge and grow.
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Cultural Alignment: A shared passion for car culture and a mission to preserve driving create strong connection and pride. Opportunities to participate in events, restoration, and driving experiences align work with personal interests.
Considerations About Hagerty
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Workload & Burnout: High call volumes, limited breaks, and role-specific pressure in customer-facing teams contribute to exhaustion. Some functions report stress spikes and difficulty maintaining balance.
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High-Pressure & Micromanaging Culture: Accounts of severe micromanagement and constant pressure to hit sales or call metrics undermine autonomy. Expectations in certain roles are portrayed as rigid and metrics-first.
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Inauthentic or Inconsistent Values: Promises to improve pay, benefits, and burnout are often seen as unfulfilled, creating disconnects with the caring culture message. Layoffs and profit-first shifts are perceived to conflict with stated people-first intentions.
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