CRC Insurance Services

HQ
Birmingham, Alabama, USA
2,066 Total Employees
Year Founded: 1982
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What It's Like to Work at CRC Insurance Services

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 it like to work at CRC Insurance Services?

Strengths in scale, market access, and earnings potential coexist with challenges around manager consistency, workload intensity, and slower advancement outside production tracks. Together, these dynamics suggest a strong fit for production‑oriented professionals comfortable with pace and autonomy, while candidates prioritizing structured progression and predictable hours should closely evaluate the specific office and leadership.
Positive Themes About CRC Insurance Services
  • Market Position & Stability: A large, fast‑growing wholesale/specialty platform with broad carrier access and a Lloyd’s capability provides strong market reach and varied deal flow. Scale and ongoing acquisitions expand products and markets that teams can leverage.
  • Compensation: Pay is considered competitive with meaningful upside in broker/producer tracks through incentives and commissions. Production‑oriented roles are described as rewarding for those who build and grow a book.
  • Career Growth: Structured entry points like a paid internship and clear producer pathways enable advancement for those pursuing sales/underwriting tracks. Growth and acquisitions create mobility and opportunities across divisions and specialties.
Considerations About CRC Insurance Services
  • Weak Management: Experiences vary by office, with some locations reporting unsupportive or toxic local leadership and limited HR responsiveness. Outcomes are described as highly dependent on the specific manager and office culture.
  • Workload & Burnout: Deadline‑driven cycles, aggressive goals, and busy seasons can lead to long hours and pressure. Process and tech friction in some groups can further strain day‑to‑day workload.
  • Career Stagnation: Outside producer tracks, advancement and recognition are often slower or less clear. A perceived producer‑first culture can leave service and non‑production roles feeling undervalued.
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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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