Pros
CEO: Andrew Horton is a World Class CEO who not only genuinely cares about the employees at Beazley but also makes efforts in getting to know Beazley staff. I was 7 months on the Job and he invited me to dinner when he was in town in an effort to get to know me better, and we had a nice long chat regarding Wine and Travel. For arguably the most powerful CEO at Lloyd's, it is astonishing that he takes the time to get to know those at his company. Perks: Beazley has some great perks which are very progressive and refreshing for the Insurance Industry. These include: Free Lunch, Daily Fresh Fruit, Commuter Reimbursement, Gym Memberships, Progressive Open and Modern Office space. While these perks are great, they do not make up for the below-market pay. PRP: If you can make it 3 years with the company, and are an underwriter, you will most likely qualify for PRP which is profit sharing. PRP is a real game changer, and while Beazley pay's below-market average for an underwriter, the PRP makes up for this after 3 years, as bonus's can be as much as 100% of salary (if you meet goals and and the team has good results). While PRP is definitely an eye catcher, I would honestly prefer higher up front salary, as PRP will be taxed to death and its not a guarantee.
Cons
This is where the 2 stars come from.... Culture is Changing: Beazley for the longest time had a very flat structure, which was nice as there wasn't as much bureaucracy and there was a more flexibility with underwriters, and underwriters were able to use their God-Given brain and intelligence to underwrite risks, market to brokers, and grow their book. This was great and attracted the necessary entrepreneurial talent who could really take ownership in their book and grow it and with this came enormous amounts of success for Beazley. Well, Beazley USA has now surpassed 500 employees, and with this growth has come change. While change is not necessarily a bad thing, this change is, as operations are starting to become much more bureaucratic, and the entrepreneurial spirit which really made Beazley a household name for products like Cyber, is starting to be suppressed as the company is starting to become much more AIG'ish. While there is nothing wrong with AIG, that is not what Beazley was founded upon, and its unfortunate that a few managers in a few product lines have changed things so much that people decide to resign. I was proud when joining Beazley that the average tenure in my business segment in Professional Lines was over 10 years. That really spoke to me that Beazley had the "Secret Sauce" to keeping employees challenged, driven, engaged, and well compensated. The last 4 months have seen 10% of the staff in my business segment resign alone, and I foresee more turnover happening in the future. Inconsistent Expectations: I was interviewed, hired, and managed by one individual who really sold me on Beazley, the culture, product, compensation, and career opportunities. This person trained me, worked with me on referrals, and helped to set me on the path to success and growing my region. I was on a great path to success until roughly 6 months into the position, this individual left the company due to the issues which I had mentioned above, and I was sent to report to another manager. While this new manager told me he/she would not be a "Helicopter Manager" and would let me run my territory, this could not be further from the truth. While it is expected that there would be slight differences between managing styles within an organization, this was Night and Day, with the new manager having totally different objectives and expectations for the role than my previous manager had. This caused tension and frustration as my talents were not being fully utilized, which at the end is why I left the company. Beazley honestly has the makings to be a 4 or 5 star company on here, but there is a lot of management incompetence which needs corrected before they can become a great organization for their employees.
