Companies Hagerty

Hagerty

Golden, Colorado, USA

Total Offices: 2

1,514 Total Employees

Year Founded: 1983

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Hagerty Work-Life Balance & Wellbeing

Updated on February 06, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

What's the work-life balance like at Hagerty?

Strengths in remote flexibility, supportive culture, and wellbeing programs are accompanied by challenges in workload intensity, time pressure, and constraints on time off, especially in high-volume customer-facing roles. Together, these dynamics suggest a role-dependent balance where benefits and team support help some employees, while operational demands and resourcing constraints limit sustainability for others.

Positive Themes About Hagerty

Remote or Hybrid Flexibility: Remote options are commonly appreciated and enable better personal time management for roles such as claims adjusters and managers. Flexible setups across locations are highlighted as a practical support for balance.
Supportive Culture: Colleagues and teams are often described as supportive, with values like “One Team Hagerty” fostering belonging. Talented leadership and growth opportunities are cited as contributing factors for a healthier balance in some groups.
Wellbeing Programs: Benefits include competitive PTO, 16 paid community service hours, paid family leave, and wellness programs that support time away and wellbeing. These offerings signal investment in employee balance and recovery.

Considerations About Hagerty

Workload or Staffing: High-volume customer-facing roles describe heavy workloads, burnout, and extended hours, with added tasks and fewer resources after layoffs. Call center and adjuster teams are often cited as least sustainable.
Time Pressure: Day-to-day expectations include handling 60-80 calls with minimal downtime, short target handling times, and strict adherence monitoring. This sustained intensity compresses breaks and accelerates fatigue.
Barriers to Time Off: Time-off requests are sometimes denied during busy periods, and breaks are limited. These constraints reduce recovery opportunities when demand spikes.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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