Ryan Specialty reviews

Impatient management - some executives should learn to hire qualified managers to train instead of leaving it up to impatient director level execs who have no time to properly train new employees Making up PTO policies per their convenience instead of referencing the outlined PTO policy in the handbook Instead of having the guts to offer criticism directly, higher ups like to complain to HR about issues the employee has not been aware of. Lack the capabilities of taking constructive criticism from bottom to top - Can dish but brittle when taking. Sneaky behind-the-scenes tactics - When I say sneaky, I mean sneak

The growth path isn’t entirely clear. As a production associate, it is clear the next step is becoming and Account Executive, but beyond that I’m not entirely sure. I am told that eventually our yearly bonuses will make up about 25% of our total compensation, but I’m unsure how our money gets split up. I assume the split of our revenue is based off tenure. It could be up to the team lead even.