Hagerty
What's It Like to Work 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 it like to work at Hagerty?
Strengths in inclusion, benefits, and accessible growth are accompanied by challenges around workload intensity, managerial consistency, and employment stability. Together, these dynamics suggest a selectively positive reputation where strong cultural elements can be offset by operational pressures and change-driven uncertainty depending on role and team.
Key Insight for Candidates
Defining tradeoff: a celebrated car‑enthusiast culture and remote‑friendly perks versus recent restructurings and a shift from remote‑first toward hybrid that erode stability and trust. This matters if you prize mission and community but also need predictable policies and job security.Evidence in Action
- One Team Hagerty Messaging — The 'One Team Hagerty' value is reinforced through internal sentiment showing 91% of employees call it a great place to work. This shared language and feedback loop boosts pride and advocacy, strengthening employer reputation via consistent, positive employee word-of-mouth.
- Hagerty CARes Volunteering — Hagerty CARes provides 16 paid volunteer hours annually and recorded 6,000+ employee volunteer hours in 2023. This visible service norm builds community pride and public goodwill, giving employees a reputational halo they carry into customer and talent interactions.
Positive Themes About Hagerty
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Belonging & Inclusion: Culture is often described as welcoming and inclusive, with colleagues characterized as supportive and united by a shared automotive passion. Feedback suggests a strong One Team ethos that fosters collaboration and pride.
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Benefits & Perks: Benefits are frequently characterized as comprehensive, including flexibility for remote work and distinctive automotive-aligned perks. Feedback suggests wellness programs, paid leave options, and occasional extras like paid lunches contribute to overall satisfaction.
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Career Growth: Opportunities for advancement are described as attainable, with internal promotions available to committed employees. Feedback suggests structured learning initiatives and tuition support help reinforce development.
Considerations About Hagerty
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Workload & Burnout: High call volumes, limited breaks, and sales pressure in certain roles are described as leading to stress and burnout. Feedback suggests workload expectations can blur work-life boundaries, especially in remote and customer-facing teams.
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Weak Management: Manager capability and consistency are questioned, with mentions of favoritism, cliquish dynamics, and micromanagement in some areas. Feedback suggests uneven leadership quality contributes to difficulty advancing and morale dips.
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Job Insecurity: Workforce reductions and restructuring periods are cited as creating instability and uncertainty. Feedback suggests the loss of key talent and shifting priorities have affected confidence in long-term continuity.
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