Starr Insurance
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Starr Insurance Company Culture & Values
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 company culture like at Starr Insurance?
Strengths in supportive teamwork, learning opportunities, and an empowerment narrative coexist with entrenched rigidity, perceived favoritism, and signs of low morale. Together, these dynamics suggest a polarized environment where positive team experiences may be offset by structural and leadership practices that dampen engagement.
Positive Themes About Starr Insurance
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Collaborative & Supportive Culture: Colleagues are often described as supportive and helpful, with small teams offering visibility and openness to suggestions from leadership. Some departments report a friendly, laidback atmosphere and good day-to-day teamwork.
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Learning & Knowledge Sharing: Early-career and sales roles highlight fast-paced learning and strong exposure to insurance fundamentals. Company materials emphasize training assistance for industry designations and programs that support professional growth.
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Empowering & Trusting Leadership: Company messaging underscores an entrepreneurial culture with accessible leaders and empowered employees who can make quick decisions. Feedback suggests certain teams experience leadership that is receptive to ideas and provides growth opportunities.
Considerations About Starr Insurance
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Rigidity & Resistance to Change: Culture is characterized as old-school and rigid, including a strict no‑WFH policy and pushes toward more in‑office days. Outdated systems and a traditional mentality are described as obstacles to modern ways of working.
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Favoritism & Inequity: Nepotism and favoritism are called out, with perceptions that management picks preferred individuals and that rules are not applied equally across departments. These dynamics contribute to uneven advancement and treatment.
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Low Morale & Disengagement: Low morale, fear of speaking up, and a “dead” atmosphere are reported in some areas. High turnover and stress in certain teams reinforce a sense of disengagement.
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