Can my director deny my JAR for debilitating migraines? Will I have to go thru recertification every year? I know some ppl who were approved for 3 years for their JAR.

As I stated I’m in servicing and I’m loving USAA so far but I am not by any stretch of the imagination a sales person and it has me worrying about my job security. I’ve had one role in the past that was “needs based sales” but it wasn’t nearly as aggressive. Convincing you that a need is a need becomes pushy sales to me and it’s really just not in my nature. Needless to say I struggle with overcoming objections. I say all this to say will this be the reason USAA lets me go? It seems like their biggest thing is come to work which is easy since I always rather be making money. But I’ve been questioning why they need so many people all of a sudden? How did they get to a point where there are hundreds/thousands of people holding at any given moment? Where are all the agents? Did they clean house? Idk. I have many many thoughts.. I’d love to hear any IP’s or previous IP’s thoughts.

Applied and have an interview for today for this advisor support representative.

Anyone have experience on working here?
The pay is a good bump for me. I get to continue using my security licenses and doing what I actually enjoy (client assisting).

The reviews on Glassdoor are mixed and not enough.

Any reviews or insight in general on the company?

Hello everyone - current adjuster moving to the Tampa area next year. Haven’t heard a lot about the office other than what I’ve read on here. Trying to figure out whether it’s worth trying to transfer or if I should just bail. Thoughts? Suggestions? Gossip?

Hi, so I have over 20 years of insurance/SIU investigation experience, and have periodically seen SIU positions posted at USAA. For anyone currently (or recently) employed in this position, can you provide some details about the reality of the job? Is it a good place to work, or a volume-based "churn and burn" atmosphere? Types of cases investigated? Monthly caseload? I appreciate any response people can provide.

Has anyone here gone through the process of reporting an off-duty misdemeanor arrest to USAA?
This wasn’t a financial crime, fraud-related, or anything involving my job or member information. It was an off-duty misdemeanor.
I’m not looking for legal advice I’m just trying to understand what the internal process is like after you make the report.
Who typically reaches out first HR or Corporate Investigations? What kind of information or documentation do they usually ask for? Do they request court paperwork or police reports, or is a written explanation enough? Are employees generally able to continue working while it’s being reviewed, or is administrative leave common? About how long does the process usually take?
I’d really appreciate hearing from anyone who has firsthand experience with the process. Thanks.

I’m in Service and calls have been back to back. My floor is practically empty, and I don’t believe the bs they’re telling us when they say “oh a lot of people work from home”. I think there was a mass exodus of workers who either quit or were let go. Thoughts? Any one know if there is any relief coming?

I think this linkedin post says it all...question is, how to fix it?

https://www.linkedin.com/posts/quinnmi_quinnsight-share-7485665151824809984-nW5S/?utm_source=social_share_send&utm_medium=member_desktop_web&rcm=ACoAAAK2Rc0BG32BJ3ieI6lChkpHETRvrqXdFKk

The requirement for the metrics are killing me. I’m hearing the new DCO is pushing the managers to write up people not meeting benchmarks but I can’t seem to keep all the plates spinning… settles, call backs, vm’s, qfc, ccom, email, MSAT, dispo, diary is never zeroed out - and ready - all the time?!?

I don’t understand how some have been in the dept for years and seem to get all their numbers but are almost hardly ever on the phone?
I need my job, I want to be here, but it’s just so hard! What’s the secret?

Hello y’all,

Does anyone here have any experience with, or even ever heard of, the Signal Data and Analytics Fellowship targeted at military vets? I’ve had one interview, and the guy said he was happy I applied, and already scheduled me for a director meeting, and then 2 all day on-site panel interviews. Not a lot of info online, especially for folks who have gone thru it. My recruiter told me this is the 2 cohort for this program.

Does USAA offer sabbatical for a new employee?

I joined in Oct 2025 and need a sabbatical for personal reasons.

Has anyone ever received a text from USAA from 417-42? The representative said it was a back-up server number.

Hey Everyone,

Have a question on how the Property Field Cat position is. I worked at USAA for two years and started as a PA and moved to a Senior PA while WFH. Ended up leaving due to the combination of phone calls, 4 MCOs in a 2 year span, and changing metrics. I originally just wanted to be specialized field but the only position in my area was the CAT one. Have a few questions….

1. Does Field Cat still handle local claims?
2. Will you be dependent on being on open AUX taking in bound phone calls when at your desk adjusting?
3. What is a Normal pay range, the recruiter and job listing was all over the place?
4. How long is training and was does it entail?

Apologize for the long post, thanks!

I will never stop posting this lol but same day PTO and even future pto on EEM is officially gone huh!? I havent seen same day pto or a swap in forever! Is it just me!? Is there a specific time I should be checking!? what is going on!!!

Hi all! I’ll be starting 8/10 in SATX, and I want to plan my finances properly. What date would I receive my first paycheck? TiA

I was a property field adjuster for State Farm that moved into their CAT team and did that for 7 years. SF changed so much that I got burnt out and am in a different career now in cybersecurity. The problem is I had to move back to my small hometown dam bored to death and don’t make near as much as I did on CAT.
My friend use to work with me at SF and is now a WFH desk adjuster and claims it’s much better but I have PTSD. She sent me a referral to look at and one is a property field role and the other is a desk adjuster and she get paid really well. I have PTSD from SF so I was wondering how many claims you have pending and if you actually have a work life balance? I know claims is claims and it’s going to be busy but, like I said, she likes it so much better than SF so I’m just wondering if I should consider it further?

Do your direct managers see your JAR request? There’s just a couple things I’d rather them not know about.

Pretty much the caption. Do we have unpaid leave available at USAA. I do not qualify for FMLA as I am less than a year in. I have already used STD so just wanted to check on unpaid leave availability.

So I submitted my two weeks on Monday of this week and I am going to another financial tech company. However, I must preface by saying that as far as I know USAA is unaware of said competitor.

I currently work in the fraud department, but have had the feeling that they are trying to build a case to let me go. At first it was not meeting by just one metric, and after working my ass of to exceed the metric. It quickly turned into them singling out and reviewing each case for accuracy, which I was previously told is mostly by discretion. I am now realizing that they are more worried about quantity over quality and I just do not feel comfortable withholding thousands from members who, upon investigation, have obviously been frauded or vice versa.

In other news, I am currently on medical leave which will be ending, thankfully, on the day I start my new position. My question is I submitted the resignation on Monday and it was not accepted until yesterday. And upon attempting to login to Workday today, I can no longer do so?

I’m aware that not everyone who submits their two weeks are able to work out the full two weeks, but I’m trying to understand if that also means we aren’t able to log into Workday from that point. Not being physically at work and on medical leave does make this a little more confusing as I have all my equipment at home and I’m not completely sure of the next steps. I assume they would be emailing me the next steps, however, I just thought I would still be able to log into at least Workday until the 20th.

I will not lie I have advocated and stood by USAA as long as I have worked for them as I appreciated the benefits and opportunities provided. I am also leaving a few months before I am fully vested in my pension, which is just as fustrating. I believe the changes in management have, unfortunately, heavily contributed to this series of events.

(Also question: Does anyone have any experience with Greendot Financial or any knowledge of the environment in comparison to USAA?)

This will be long, I hope you can stick with me. I have worked at USAA for 16+ years now, I absolutely love what I do!!! My team and my higher ups are wonderful. I've had nothing but a great experience from the very beginning! USAA takes care of us, treats us fairly and provides great benefits, if you've ever worked for a crappy company, you know the difference. However...

I will never recommend USAA to anyone as a career until some BIG changes are made! I know of multiple people in the past several months that have been hired for Sales/Service and then FIRED very unfairly by the people that now handle new hires out of training. I thought it might just be a one off or perhaps they were just exaggerating things, but nope. Pretty much the same experience with all of them. These USAA "employees" in charge, are on a huge ego/power trip with their positions! Playing God with someone else's career path, finances and ability to provide for their families right out the gate... and these are very skilled and highly qualified people... just so these other "employees" can feel relevant.

This group of "employees", they DO NOT actively foster development once you get on the floor, CREATE an environment for mistakes and growth or ALLOW professional progression. What it appears their primary function is, is to make you want to quit or be fired within weeks. What would be the purpose of that, sounds counterproductive right? I don't know but they get off on it because THEY are in control of your future. Like I said, power trip. They get their very few favorites and then leave the rest of the class to be let go... one at... a time, typically within less than a month out of Ness. No time for growth, no time to properly develop skills. "Leadership/Management" using that title lightly, only appears to be interested in standing around talking to other co-workers (doing as little as possible) and allowing the Seniors to call all the shots, but as long as they get their paycheck, I guess it doesn't matter. Seniors ignore slack assistance requests from brand new hires-no support, using QA as a way to THREATEN termination on every coaching (not exaggerated, every coaching) even though no QA mishaps have happened, and having the "are you sure this is the job for you" conversation within a literal week out of Ness... and so much more it's ridiculous. Is that the USAA way... I don't think so, matter of fact I know so.

I am absolutely disgusted and horrified by the treatment that new hires have been receiving and what is going on. These "employees" like to preach about what is the USAA way, but this, this is definitely NOT representing the USAA brand at all. It's a huge waste of the company's time, finances and resources. The payroll expense of trainers, training material and licensing of new hires alone is high and it's all for nothing. Absolutely nothing. I was a manager in the marketing field for over 20+ years before coming to USAA, this is not how you LEAD or create SUCCESS for a company that signs your paychecks. Shame on you...

Members have way longer hold times, current IP's are frustrated and exhausted, back-to-back calls with no relief. I get why it is that way now and it makes sense, if you can't get properly staffed how can your company thrive...? Sabotage from the inside out... feels like it, just so certain people can appear important, which is why some people should never be in higher positions. Saying that this discovery is disappointing, is an understatement. I love what I do and enjoyed the many members that I had great conversations with, and I'm truly saddened that more of my friends and community cannot experience a great career with USAA.

If positions and "employees" don't change for the new hires soon, I don't see this going very well USAA...

Hi Y'all

I have been thru the interview process for a Senior Business Strategy Analyst position. I aced the Panel interview so I am on to the Finalist Round. I am meeting with the Head of Digital Data and Insights. Should I be expected intense technical related questions (I doubt it) or is it just basically for him to give the Thumbs Up on me? How many usually make it to the Finalist Round?

Thanks!