Questions and Answers about Zurich North America

Here's what people have asked and answered about working for and interviewing at Zurich North America.

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34 questions

Poor management - people leave and are not replaced, hence their work ends up on your desk. We were presented as a team, we were dealt with as a team, but were pitted against each other for a good year end review. The bars were set high and few attained them. If you were a suck up, a major screw up or one who cut corners to better your self, then you were golden. If you have a good work ethic and want to do right, your done for!!

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You start at 19 days of PTO (Sick + Vacation) and can roll over up to 5 days at the end of the year. You can also buy / sell up to 5 days per year. I felt that the vacation time provided was quite generous, but there was rarely a time when I felt like I could use it, as there wasn't a work backup system in place. If it was there when you left, it would most likely be on your desk when you returned.

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Unknown; I was recruited directed by a Senior Manager

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Business casual, except you are allowed to wear jeans (clean, no holes, etc) now.

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I'm sure the company will do great from a stock perspective, but they're succeeding by overworking and outsourcing their employees. Not my kind of fun!

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I applied through Monster (2009) and had a phone interview with a recruiter first.

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Overall, Zurich is a great place to work - my personal experience was just that. I would make sure that upper management had a better grasp on what is going on in their departments. I would make sure that immediate management had honest lines of communication to their charges - don't tell people what they want to hear, don't sweep issues under the rug.

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When the company was Universal Underwriters Group - the job was amazing, but once it was absorbed by Zurich, it all changed. The European work model doesn't really work in the US (that or management didn't understand how to impliment it). No set rule for anything - ask five managers (or five clerks or five adjusters) the exact same question and you would get five completely different answers. Our staff was cut down to the bare bones (from like 20 people to seven) and the claims that the adjusters were paying were taken from them citing conflict of interest. The seven of us were required to maintian the level of customer service and stats that it took 20 staffers and 70 adjusters to maintain...yes, that was all put on the shoulders of seven people. We were mandated to work two hours of OT a day until we were back to the required stats, yet of those seven people, only two to three people were increasing their daily work production. The others took 10 hours to do what they were doing in eight or they were even less productive with more time. Management did nothing about it - and yet management didn't know how to do our job and none of them bothered to learn so they could roll up their sleeves and help. Never understood how one could review and judge the job performance of an individual, whey they themselves, had no idea how do to the job they are judging.

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Multiple stages. For claims you interview with every claim dept. if you have never done claims before.

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