Four candidates describe Gallagher data analyst interviews as manageable: behavioral questions, basic SQL, a dashboard take-home and discussion, plus slow communication afterward. All four reported no offer.
$93K
Avg. Base Comp
$105K
Avg. Total Comp
2-4 rounds
Typical Rounds
Not reported
Process Length
Candidates who interviewed for analyst roles at Gallagher describe technical content that was approachable but a process that was uneven. One reports SQL questions on filtering and lead and lag window functions, plus a question about report writing. Another was given a take-home assignment to build a dashboard, then defended their design choices with the hiring manager, who pushed back on them. That suggests you should be ready to explain why you chose each metric and chart, not only to produce a polished visual.
Behavioral questions appear in every account. One candidate was asked to introduce themselves and give their thoughts on startups. Another got a phone screen with two analysts about teamwork, including how they would handle disagreement with a colleague. A third candidate reports a phone conversation about systems, methodology and the audit areas the team handles, followed by two roughly 30-minute manager conversations covering behavioral questions and operational audit experience. That candidate also mentions a possible analytics presentation to senior stakeholders. One candidate was also asked about digital tools and platforms they had used, even though the job description did not mention them.
All four candidates reported no offer, and each described slow or absent follow-up, including gaps of weeks or months. Plan for a long scheduling window, and after a take-home or final round, confirm receipt and ask about next steps. Round counts differed by account, so confirm the structure with your recruiter.
Synthesized from 4 candidate reports by our editorial team.
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Real interview reports from people who went through the Arthur J. Gallagher & Co. process.
I interviewed for a Data Analyst role in the spring of 2024, and the process felt somewhat disjointed overall. The first round was a phone conversation that focused heavily on the company and role specifics—systems we'd be working with, methodology, the types of audit areas they handle. It was casual and friendly, more about getting to know each other than testing technical knowledge. The interviewer asked what I'd expect on my first day if I joined the team, which caught me a bit off guard but felt like a genuine attempt to understand how I think about onboarding.
The second round was an onsite with two managers, each meeting with me for about thirty minutes. Both sessions leaned into behavioral questions and operational audit experience, which I later learned was a core focus area for the team. They seemed interested in my career accomplishments and how I'd handled previous challenges like system migrations. What surprised me was that one path through the process included a formal data analytics presentation to senior stakeholders—a chance to actually showcase technical and communication skills together, not just talk about them in an interview room.
The whole experience was reasonably structured, but the biggest frustration came after. I finished interviews in early May and heard nothing for weeks. No feedback, no timeline, no explanation. The silence was worse than a quick rejection would have been. If you're interviewing here, go in knowing that behavioral depth and operational audit knowledge matter more than you might expect for a data-focused role, but also manage your expectations around communication after the interviews conclude.
Prep tip from this candidate
Focus your prep on operational audit concepts and systems methodology specific to insurance—that's what they emphasize in interviews. If there's a presentation round, prepare a clear example of your analytics work with both technical depth and polished communication.
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report an opening call with a recruiter or HR, or a CV screen followed by an HR round. One candidate says the recruiter explained the role and company and was responsive at this stage. Expect a conversation about your background rather than a technical test.
One candidate reports a phone call with two analysts about teamwork and handling disagreement. Another reports a call focused on systems, methodology and audit areas, and was asked what they would expect on their first day. Topics likely vary by team.
Candidates report different technical formats. One was asked SQL questions on filtering and lead and lag functions, plus a report-writing question. Another built a dashboard against a deadline. A third reports a 45-minute practical technical test. Prepare for basic SQL and for explaining your design choices.
One candidate discussed their dashboard with the hiring manager, who challenged their design choices. Another reports two onsite sessions of about 30 minutes each with managers, covering behavioral and operational audit topics. A 45-minute experience discussion and a possible stakeholder presentation were also mentioned.
All four candidates report no offer, and several describe little or no feedback after final conversations, with delays of weeks or months. Follow up promptly, confirm what was received, and ask for a timeline. Treat silence as uncertain rather than as a signal either way.
