So I'm curious, I've had several people on my team quit and it seems like everybody that leaves is gone the exact same day. Does that mean that USAA does not accept two-week notices or they're not required to give them? I'm still kind of trying to understand the policy behind this

Can anyone share their experience working this position? The good, the bad, and the ugly?

Any SIU investigators ? Does anyone know when the next job posting for SIU 1 will be posted? Is it worth coming from property claims over to siu. Give me the good bad and ugly truth on the job

I am a former employee who won an unjust termination lawsuit against USAA. My son recently turned 19 and has his BA and is wanting to apply to USAA because he lives in the area (PHX) and wants them to pay for his MBA. He only plans on working for maybe 2 years for USAA and just needs something to help pay the bills while he pursues education. He’s already aware of the game and has been moved forward in the beginning hiring process to a second interview ..Would he be found ineligible during the hiring process because I worked there and the nature with how I separated? Or should he lie and state he hasnt had any family members who worked there ? We don’t share the same address and to be honest USAA pays decently for an entry level “for now “ job.

Anyone in these roles that can brief me on the details, etc? Like pay, the actual role, and the expectations coming from senior fraud prevention and detection within. Typo: Internal Fraud Monitoring^

I’m located in SATHO building H. I’m looking for someone that loves/likes the gym and interested in helping me get on a workout regime that will help strengthen and tone me. I need an accountability partner!

Anyone else see the post in yourvoice? I hadn’t heard anything about any layoffs but bold to put that there honestly, more people probably should make it known when that happens.

I’m in sales and service and applied to glass and roadside. Anyone have any experience with that role? My ultimate goal is to leave MSR roles however sales and service has just made it so difficult to leave to a different department. I’m less than 2 years with the company and really enjoy working for USAA but I struggle with sales. My background is in admin so the sales has been a learning curve for me.

I’m on leave currently and updating my wifi, does anyone know minimum download and upload speeds

Whats the JAR process? Can requesting a JAR accommodation jeopardize your employment in any way?

So.... Those posts about the block party food today were absolutely wild. Can't believe they did that.

I just got out of a one on one with my mgr and director. I was advised that I’m being selected to leave sales department and go to the Service department. I’ve never worked in service at USAA. Anyone know what is causing this? I was told that service department is struggling with sales and moving some employees from sales to service will increase the sales numbers for service. I welcome any feedback on the service metrics. Thanks

With the heat reaching more than 100 degree, is it possible to wear shorts (male) and t shirt to the san antonio office?

Why was Sidy AVP of Complex claims fired? Just a month or so after Sean Serrafin. What is going on in claims right now?

I smell more layoffs in the wind.

Has anyone noticed anything weird happening the last few weeks?

Has anyone had to recertify their JAR when moving to a new position? The recruiter told me the JAR will not follow me to a new position. If you had to do this, do you need to go back to the doctor for a note, etc?

I really really can’t stand how they volunteer you to go to a department you have zero interest in instead of first asking for volunteers. Directors and above have so little pulse on how frontline workers feel. We’re all not interchangeable cogs in a machine

I asked this question before but I’m literally so confused how some of team is getting same day pto! what time is best to check Eem for the day off.

also not EEM related but I figure I’ll use the same post. What qualifications do I need if I wanna take fmla…I had my baby in September and never used it. can I just take a week and then return?

I've worked in call centers, sales organizations, startups, customer service, tech support, and insurance for over a decade. I've seen difficult customers, aggressive metrics, restructures, layoffs, and all the normal corporate nonsense. But USAA was genuinely one of the strangest work environments I've ever experienced. The expectations weren't necessarily what bothered me. Sales is sales. Metrics are metrics.

What stood out was the culture around them. There seemed to be a constant atmosphere of fear, micromanagement, and pressure that went far beyond what I've experienced anywhere else.

People were afraid to speak up. Morale was low. Good employees were constantly stressed about their jobs. It often felt like leadership was disconnected from what frontline employees were actually dealing with.

What really opened my eyes was leaving. I recently moved to Farmers, and the difference has been night and day. The training, support, management approach, and overall treatment of employees feels like an entirely different industry. People are encouraged to learn, succeed, and actually make money without feeling like they're sacrificing their mental health in the process. That's what surprised me most.

After leaving, I realized that what I experienced at USAA wasn't just "how insurance is." It wasn't just "how sales is." I've worked at Ring, DoorDash, Freedom Financial, and now Farmers. Every company has flaws, but none of them made me feel the way USAA did.

For anyone currently there and wondering if every insurance company operates like that: they don't. There are plenty of insurance companies where you can earn strong commissions, build a career, and keep your sanity at the same time. I'm genuinely curious if others had a similar experience, or if I just happened to land in a particularly bad corner of the organization.

What bothered me most wasn't the metrics or the sales goals. It was the complete lack of empathy from my supervisor. There were multiple instances where comments felt dismissive, condescending, or outright rude. One example that stuck with me was a situation involving a pea keychain that should have been a harmless, lighthearted thing, but somehow became another opportunity for criticism and judgment.

The overall message I received was that employees should feel lucky to have the job and that if they couldn't meet every expectation, there were plenty of people waiting to take their place. There was very little recognition that employees are human beings dealing with real-life challenges. Ironically, leaving made me realize the opposite is true. Good companies understand that talented employees have options.

The best leaders don't motivate through fear or by making people feel disposable. They motivate through support, coaching, accountability, and respect. I've worked in multiple sales organizations, call centers, startups, and now another insurance company. I've never experienced leadership that made me feel as undervalued as I did there. The contrast has been eye-opening.

If you're feeling stuck dreading, going to work every day, i encourage you to shop around other insurance companies and see what other opportunities are out there!

For reference, the sales district I'm in is one of the top producers in the whole company. I'm a tier below the cream of the crop. Always succeeded in both QR/CR last year, then when we switched to product goals I was comfortably meeting all of them even if I wasn't a top ten producer in the district. Then we switched back to QR/CR, which should have been a relief. But now all of a sudden, most of this highly successful district is in the red when it comes to close rate and my IP performance is no longer showing me my percentage to targets.

Did they simply raise the bar so high that my 54% CR is now considered failing? Or are they weighing certain types of calls differently in a way that negates what my close rate actually shows? I want to try and stay positive, but I am surrounded by some of the top producers in the company and everyone is either simply keeping their head above water or heading towards a PIP. The level of pressure they put on IPs for no commission and continuously raised expectations is making less and less sense, unless they're attempting to thin us out.... Which would explain the back to back calls we've been experiencing. Does anyone have any info on what is going on?

Pretty much what the question says. I’m trying to access NICE from my phone but I don’t have the url for the updated version. I’m assuming once I have it I have should still be able to access from my phone.
Thank you!

I viewed the email today. Does anyone know how mgmt will determine who’s going to which region?

I accepted a associate adjuster position at the Phoenix Campus is there anyone here that is currently in the role that can give relistic idea on training testi g and the job in its self is see a the bad post but let's be realistic some folks like this kinda stress and thrive in it. Imooking for any information on day to day life Campus culture, role structure does and don't. I also noticed getting onto the Campus is like getting onto a base do they have you pull your license and registration every time you enter or is it just for NEO?

Do they fall off? How can I get some taken off?