419 AIG Reviews

"The workload was very heavy and the VP I worked for was cruel, nasty, and criticized his entire staff in public."

"Worked there 5 years. Flexible work schedule and good benefits. Good salary. BUT- raises are done in secret for friends only. There's no incentive or evaluation to get one. Promotions are based on favoritism or "likability." Doesn't matter if the person has no experience and no degree, if he/she is related to the boss. ABSOLUTELY NO DIVERSITY! If you speak Spanish you won't get hired. If you're a person of color you won't get promoted. If you go, don't stay more than a year. There's no training, but you'll figure it out."

"I worked at AIG for a total of almost ten years. They laid me off December 5, 2016, so 20 days before Christmas. Who does that? Just shows you how companies care nothing about employees but only their bottom line."

"I worked at AIG for 9 years. It was a fun and exciting company to work for."

"I worked for SunAmerica for 7 and a half years and made progressive growth in my management career. It provided challenging environment and allow me to learn and grow in my professional career."

"I've worked for this company for over 4 years."

"I worked here for four years. I witnessed the unfortunate downfall of several stars and top performers. These were smart, ethical professionals upon whom others would rely for their industry and company specific expertise. Many of these stellar performers were replaced by politically motivated decisions having zero to do with following the law or company policy. Personally, the replacement manager I inherited did not know the industry or the subject matter, and did not desire to learn.The rank and yank performance review system served to tank employee morale when it was rolled out. We were told the performance rating was based on how we performed against others in our group; however, we were never told who these other higher performers were, their accomplishments, etc. Furthermore, it was applied unfairly from location to location.Finally, the corporate stance is to punish and retaliate against whistleblowers. Hopefully the new CEO will do a better job of leading this organization in a more ethical direction."

"Horribly underpaid position. No way to advance. Career path advancement is pure propaganda . Many people in higher level jobs either lack training or should I just say, incompetent? No raise in 3 years. Their scheme is called STI's for short term incentives. That way you get a small bonus if you made high production and no raise if you don't make it the next year. Bonus never figures out to be worth it since you get it in one chunk, the taxes wipe it out! Lousy place to work. Avoid."

"I've worked for AIG AEROSPACE since 2007, they have many layoffs a year and expect employees to work without raises."

"Management is not involved in the work."

"Great place, better people."

"I worked on the year 2012, everybody was really friendly to me. They have different departments and really good understanding managers. I could not longer work there because I became pregnant and it would affect my pregnancy. Basically most of my family members have worked there, some have had good experience and some have not at all, but my experience was good. Whats really good about that company is that they're not racist and they hire every different kind of people and it doesn't matter what age."

"I worked for AIG for 8 wonderful months. I found the job challenging and rewarding. I would recommend this organization to others."

"I've worked for AIG since 2011. It's a great place to learn about the business and contribute my own ideas. AIG is great because I wanted a new career with global opportunities, and I wanted to make a difference to an organization and the community."

"I've been here for over 20 years. No salary increase in 5 years and a forced ranking system for evaluating performance is grossly flawed. I've participated in many performance round tables and know rankings are subjective and based very little on performance but instead are based on the likability of workers. Grading is determined by a distribution bell curve. 20% of employees must be rated a 4 (under performer). If there are no under performers they still have to force 20% to be 4's."