claims representative

account executive

claims adjuster

software engineer

data engineer

Travelers

This company is the cadillac of insdurance companies and it has an extremely large footprint in Connecticut. That said it owns a campus of buildings in Hartford( where I worked), also in Windsor Locks in other localized areas of Connecticut the names of the towns escape me and then in St Paul where its corporate headquarters are located.
The first thing I saw that impressed me was the corporate sky bridge which looks out over the Hartford skyline and on it there sits a Starbucks kiosk where you can purchase coffee and seating exists to talk about projects and implementations and so forth. The aesthetics aside however after about a month in I came to find the work environment nothing short of brutal. More than five days a weeks you will be taking work home and as a production support specialist. I not only did that but was on call by corporate celll phone day and night and the morning was fraught with meetings with outsourced workers in Mumbai, India handling our deployments and testing and levels of integration of various projects. This would have been fine day a few months out of starting but this was something I was put into in my first week, along with with QA testing and delivering the test execution plan subject to review, coding implementation, working on change management in subversion and familiarity with the entire infrastructure web app servers, web service servers and database servers across the entire corporate hierarchy and testing and roll back procedures and all with a supervisor who was permanently on the phone and remote and not physically there to provide any level of mentorship. Plus you were tested on the critical systems in a conference room at least once a week and I had barely finished my paperwork with HR as a new employee at the time. If you did not answer correctly you were berated and scolded by the senior production support specialist in the room who was the expert in such meanwhile the manager I worked was guilty of "black booking" and "score sheeting" where he would reserve any comments and just write down the imperfections or lack of meeting his expectations silently down in the book and then he would call you into a impromptu conference meeting passing casually by your cubicle and have papers in front of you stating either objectives had been met or had not. This is a carrot and stick approach..a passive aggressive way of determing and getting the best results from someone and frankly it only works to drive someone from a company fast as opposed to getting what you are paying for in terms of performance. The best way I know is to make sure the person comprehends with absolute clarity the task that is ahead of them and then to be certain the person has the capability to carry out said task from the initial point of hire. But as a development manager my contention is that his involvement should have been key from the inception to rather than regard what someone else said in terms of your role or performance to have been involved with the code reviews and the standards and practices first hand. The job was sold to me as a senior web development position and it was clearly more than that which is why it was overwhleming and subsequently what the they wanted and what I could give them was incompatible in comparison at best. I found out that before I was let go and liad off by the company that my immediate predecessor had only stayed there for two days. A vital piece of infomation obviously withheld and for good reason looking back on it. But outside of my own experience the company has jobs available in IT and in other marketable careers there but from my own experience and most of the recruiters I have spoken with this is not due to expansion of the business there even though they make a lot of money corporate wide in the insurance business. The inflation of jobs there comes from turnover.. employees that were fired , consultants or contractors terms or work expired , workers that resigned or laid off from a multitude of jobs that were held only months or less than a year before on average. So appearances and impressive skybridges aside I would advocate working for a company that works with you to do your best vaia collaboration and goal setting with benchmarks that can be assessed over a period oftime and has tools and checkpoints to help you not only meet but exceed their expectations so that the only way you could possiblu not thrive in such an environment is if you a) didn't personally want to acheive your best b) you didn't want to work there at all.

Workers Compensation claim assignments is a fast paced environment.  As part of a 3 point contact system in which the employer, employee and treating physician needed to be contacted as per the TravComp system which needed to be accomplished by myself, the claim adjuster and a nurse case manager, my role consisted of contact with employers whose employees filed a Workers Compensation claim.  It was vital to obtain this information and documenting it as quickly as possible and to assign the claim.  Detailed information regarding circumstances, causes of the accidents and any other missing information was needed to determine how the claim was to be assigned.  Once the employer provided as much information as they could, this information was documented on an Excel spreadsheet and assigned based on that information.  The claim was assigned based on that information to the adjuster depending on what type of claim it was such as a claim where the injured worker had a minor injury then returned to work within the statutory amount of time which in Connecticut is 3 days and received minor treatment.  There were claims in which more information was needed to determine if the claim is compensable depending on CT statutory law or if the circumstance warranted further investigation by an investigative adjuster.  The other type of claim in which the injured worker sought treatment and the doctor put that injured worker out of work; therefore, the claim would be assigned to a lost time adjuster for bill payment and lost wages. Another important aspect of the job was to assign each claim within a 2 hour time frame from the time the loss was reported.  During the course of the day, claims came in rapidly.   Assignments could also be assigned based on employers with dedicated handlers or based on the type of account the employer was such as a national account, etc.    

I learned to identify certain circumstances even though their symptoms may have begun at work, it may not be a compensable claim because if was not be direct cause related to the job itself, how to spot subrogation potential such as a slip and fall while off company premises during the course of employment (coming and going), injuries that occurred during lunch breaks and after hours, etc.  Identifying contributing factors of a particular injury such as a repetitive injury in which a person's symptoms may be the result of an outside activity and not due to the work injury to name a few.

Management was always willing to assist whenever they could.  

Hardest part was such claims that could not easily be assigned due to lack of information at the time of contact.  

Morale was good; therefore, I got along very well with my coworkers.  There was always a great reason to bring in food and snacks for various occasions such as when a new employee joined the ranks, birthdays, etc.

I was excited when I first started. Resources were available, my manager was amazing and was clearly focused on my success and growth. Trainings were informative, the on-boarding was logically coordinated, and if you had any questions or needed additional resources, an answer was quick to find and if they were not able to, you would be put in touch with someone who could help.  I had plenty of opportunities to shadow for other roles and toss my hat into the ring. The growth and development I saw early on really met the standard I was expecting from accepting a job here. 

At some point, there was a shift to a performance year and the quality of the department quickly fell. My next two managers severely lacked any depth or sincerity in how they addressed you. Rather than try to get to know their subordinates and understand their variety of working styles, group and individual meetings were often just regurgitated numbers from excel sheets talking about metrics and rarely how we can perform better.  Do what you can is likely the most uninspiring phrase I've heard in my decade within the industry.

The issues with Travelers, specifically the Auto Department, is sub-par leadership. Even that's being generous. 

I returned from a leave of absence (covered by your benefits mind you), just to be placed on a PIP immediately upon my return. Despite my metrics meeting the departmental standards, as well as in line with my peers, I was placed on a final. I hold no regrets, although I do wish I was less naive and started applying for jobs when I was placed on the PIP. They are not shy about hiding if they want you out, you're out.

Recently terminated, my manager was conveniently not there (no stranger to avoiding any sort of icky feelings), and if the director was any more dry when relaying that I was being terminated, I'm certain she would have just simply evaporated.  Hours after my termination, an email went out advising multiple positions had opened up within the department. Great forward panning; hiring DURING the busy season and not prior too. Decisions are often made reactively and not proactively. 

The company as a whole is great to work for. Many opportunities and roles available in the vast world of insurance. If you aren't groomed for a role by a manager, you will not advance in Auto. Its abundantly clear favorites are played, and any conversations or requests are just met with typical corporate word salad and not a shred of sincerity. 

The turnover rate is extreme, the workload is ridiculous. There are vast amounts of opportunities within the company, but I implore you to avoid the Automotive department. 

The first few years I worked at Travelers were great. Then the first wave of management changes took place and everything went downhill. Suddenly employees who had been considered experts at their jobs were being told they were not doing enough. If your production fell for one month, no matter the reason, you would be written up and even if your production went back up and stayed up they would extend that write up for up to a year, this was so they would have an excuse to not give you a raise. The last seven years I was there, even the top producers were not getting any increase in pay. They made you live in constant fear that you would be fired no matter what you did. They would provide instruction and later, sometimes within two hours, yell at you for following that instruction. Until we started working from home, they created a very toxic environment. Openly talking about their dislike of certain employees, not about their work but about them personally. (One individual was targeted more than most, to the point of management even having everyone hide from him in an airport during a business trip.) And sharing information about employees that should have never been discussed with anyone outside of HR and management, I often knew employees would be getting fired weeks before it happened. Then the last two years were really a nightmare. They started firing people left and right, denying it was anything but performance based. Resulting in higher and higher demand for the remaining employees to do overtime. Then they started blaming the remaining employees for how far behind the work was, even though we had the same workload but with half the staff to handle it. They finally ran out of people to fire, and then the truth came out. Our jobs were being sent to India. After two rounds of layoffs there are only three people left in the USA who do what I did. The least seniored person to lose their job was there for 5 years, the next had been there for 14. Included in those layoffs were two people who had just celebrated 40 years with Travelers, two widows with no one to help with the lost income, and two people who had just closed on new houses; which management was aware of and still gave no indication that our jobs would soon be gone. I have never worked with a group of people with such high work ethic and dedication as the peers I had at Travelers and we were rewarded by losing everything so Travelers could make even more profit by sending our jobs overseas.

This position consisted of being a Heavy Equipment Damage Appraiser and Adjuster for the Mid-Atlantic. My responsibilities were to set inspection appointments for commercial customers in order to report on the damage of their equipment, set values on replacement equipment, liaise between the owner of the equipment and the repair facility, control and coordinate invoices, and settlement for rental and commercial heavy equipment companies for five states. Company Car and travel expenses kept responsibly and efficiently. Operated under limited supervision providing effective communication and customer service to all external and internal customers. Demonstrating proficiency in estimating, investigating, evaluating and negotiating of 1st and 3rd party high complexity/severity Heavy and Specialty Equipment claims. Heavy and Specialty equipment includes, but is not limited to; recreational motor homes and trailers that contain living quarters, mobile and stationary machinery, which may be affixed to real property and cranes, construction equipment and over the road trucks, Marine equipment, mining equipment, Agriculture equipment, and Locomotives. Handling claims averaging $25,000 to $2 million. Identifying and coordinating with appropriate claim resources on coverage issues, subrogation, salvage, and potential fraud opportunities to achieve optimal final claim resolution. Providing all lines of business and departments, i.e., Property, Boat and Yacht, Inland Marine, Public Sector, etc., with inspection assistance as needed, including Catastrophe response. HE Tech provides oversight and direction to field appraisal staff on heavy/specialty equipment claims as needed. Providing all of this for multiple customers was very fast paced and required a lot of on the road travel that did not fit into my family life style. I enjoyed working with the people and the excitement of the inspections, and damage appraisal of the equipment, but found myself with zero family work balance. I also wanted to return to the production and maintenance side of my field and attain my degree to specialize in the field of electronics.

Worked at Hartford, CT office 4 yrs and just like everyone else, I was replaceable.  I could have been told I was no longer the right fit or vision for future program needs; instead there were many mind games which unfortunately led to my medically advised leave.

Pros: Work from home when needed, great salary/benefits.

Cons: 1) No training or support, 2) Director did not provide guidance/coaching/feedback until review time and often after the cut off for review submission to HR (more of, "read this, agree and sign").  3) Turnover for Sr Mgmt.  4) Misconduct claims are swept under the rug when anyone involved has a 20 yr tenure. 4)  HR teams stick together especially the Senior leadership HR (most everyone is fearful of them), so you cannot trust that even your department HR person has your best interest in mind.  You have an in if you know people or play by the "rules".

The end of the day, I did the job I was hired for.  I was incredibly loyal, worked at home until all times of night if needed, eager to learn more, etc.  Unfortunately due to enforced hierarchy, there was no communication, which led to the breakdown of our team. It started as a very functional working partnership and ended as a 4 person management team +1 employee who was then alienated/treated as the outcast with no say or opinions accepted/respected.  

I was made to sign a bogus performance something or another; not being written up, but to document changes needed to be made with my job performance in like 7 days or else there would be consequences; end result being fired.  With my position, a 7 day turnaround time was just not realistic.  Every single item listed in the document, I was able to provide evidence (emails/texts) on where the information the manager had was absolutely false. I was told I needed to sign it and could certainly add changes or have disagreements documented but it would still be a part of my employee record.

There are many, many issues within this company, but certainly has it's strong areas, depending where you work (def not PI).  I've been able to interact with EVPs and above who are totally accessible and very personable/inviting.

Travelers is a great company to work for EXCEPT in Claims Customer Service. Stay away from this department. Management is inefficient, unfair, corrupted, and only value employees as numbers. Claims Customer Service reps are known as “CSRs”. Key drawbacks include:
•Essential employee - meaning if the world is ending, you MUST show up for work.
•Mediocre training – must learn workflow changes for different business units within a couple or months or expect negative reviews for not handling a call correctly.
•Quality Team – worst in the industry, untrained, bias, and review each call from an unfair template.
•Unit Managers – Pompous individuals who lack leadership qualities. Spend their time hiding behind their cubicles, pretending they care, and punching numbers and percentages into an unfair review template.
•Advancement – only advancement available is becoming a glorified CSR in the Keep and Close department. K&C handle minor single vehicle accident claims. But this promotion only comes if you magically achieve 100% reviews constantly and only if the Quality team is having a good day. You may advance to a different department only if you have a good referral. Otherwise, CSR’s are stuck in a cycle of achieving good results for three months, then bad results the following three.
•Tuition reimbursement – sorry CSR’s don’t apply. Unless you are majoring on a Bachelors of Science/Arts in Happy Go Lucky Claims Customer Service.
•Feedback – only feedback you will receive is when you are not constantly receiving 100% reviews. If on a bad day you receive a 99% review, do expect an email communication from your unit manager. Any positive actions from a CSR is either passed by or forgotten.

Two sentences can describe the positives for working as a CSR. Travelers provide excellent benefits and paid time off (PTO). In conclusion, stay away from Claims Customer Service, but do attempt other departments.

I was very excited to get this job w/ the property side of the business. I was impressed with all of the good things that employees had to say about the work environment (plenty of work life balance, time off, low stress environment etc.) This was not the case. After training you were told that you would be on a controlled claim load. This did not happen. The area where I was hired to work in was highly under staffed and the claim load was double the amount that was originally described during the interview process. They do not care, welcome to the suck. Management was hardcore about having a solid work life balance but then you would be asked why you did not work during the weekend. Most week nights I would work until 630-7pm. I was hired on with the agreement that I would be taking care of a specific territory which also was not the case. The majority of my claims were 45 minutes away and some even more. You will be micromanaged to the point that you lose your stuff. Management does not care or help if your workload gets extreme and the managers that are able to approve payments do their best to not work overtime to approve payouts meaning you will have unhappy policy holders and it will reflect only on you. Going back to taking time off, you will be required to find a back up. The back up will be overworked with their desk and will not be able to help out at much creating a very nice email inbox for you to return to. I received text messages on my personal phone from managers during my time off. You are supposed to be able to unwind and relax when you are on vacation, this was never the case. The workload was the biggest downfall in this job. The job could be very enjoyable at times but when the work piled up it was very hard to keep anyone happy. Be ready for a huge work load and tons of woke corporate politics. 

Overall it's a great company to coast. It takes a while to realize that and for you to figure out where you fit. And for THEM to figure out where you fit as well.
Working in the Sales department, they gate quality calls to a few group of people and shove the garbage to the rest. Often days you'll see the entire sales team at a site of about 30 people with next to no sales... except for the same 4 people day after day who magically have 6+ sales every day. Everyone reads from the same script and has to fall within Underwriting requirements. 
The company will deny it, but they select a handful of people to get high quality leads to boost their sales and build "Top Performers". They do this to drive up the average to make it harder for everyone else to reach, so they don't have to pay as high of a bonus to a majority of the sales force. Management will then circle through "flaws" and "ways to improve" your process even though you are all reading the same script. They use psychological manipulation to make you think YOU need to focus better, when in all actuality the game is rigged. 
You can't control the quality of the inbound calls / leads, only they do. You can find yourself killing it for the first 3 weeks of a month staying ahead of average and then by some divine curse, all of your rates start to skyrocket in the final week, causing you to fall from your lead to the average. This works like clockwork throughout the year typically. It effects your bonus, which accounts for a large portion of your pay.
They protect Top Performers and won't share their call flow or recordings, making it even more obvious. 
With that said, unless you're one of the randomly chosen golden ticket "Top Performers" with the top tier leads streamed onto your line, you'll likely make a decent salary but won't be able to climb higher than where you'll be since 90% of all of your 20 minute long quotes will be priced way higher than whatever the customer already has. 

•	Works with regional contacts to assess and identify agency training  needs for technical, process and potentially product training. 
•	Develops automation training strategy and plans for assigned agencies.
•	Strong communication skills and organizational savvy
•	Understands specific industry characteristics of agencies and proposes automation solutions to match those business models.
•	Delivers training to assigned agency personnel in use of automation tools and processes.
•	Handles complex agency training situations and needs the agency has. 
•	Works with independent agency personnel to implement effective methods of technology; incorporating automation into    agency workflow. 
•	Develops and maintains highly effective working relationships with the agency and Travelers Business units
•	Monitors effectiveness of training; reviewing utilization rates, new business flow, and internal operating efficiencies. 
•	Makes recommendations and implement training related strategies for improvement in meeting regional production goals. 
•	Contributes to field sales efforts by potentially participating in agency visitations, point-of-sales presentations, building positive Travelers brand with agencies and sharing information/insights from interactions with agencies. 
•	Takes lead role in testing new automation products and functions. 
•	Ability to multitask and thrive in a fast-paced environment
•	 Maintains superior knowledge of competitor’s automation capabilities. 
•	 Responds to questions from agents on automation issues in a timely fashion 
•	 Participate in local vendor or user groups and represent Travelers at local industry meetings. 
•	 Develops and maintains strong understanding of Travelers products including products outside of primary business line.
•	 Supports special Agency Automation projects 
•	 Serve’s as a floater resource to other region teams
•	 Mentor/coach and motivate the junior staff.

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