MST Insurance Solutions Reviews

I had a very disappointing experience with this company, largely due to how upper management operates. From the start, expectations were unclear and constantly shifting, making it extremely difficult to succeed. There was little to no structured onboarding or support, yet performance expectations were high and often unrealistic. What was most concerning was being placed on a Performance Improvement Plan (PIP) just two months into the role—with no prior formal warnings, coaching, or documented performance concerns. The PIP itself felt less like a genuine opportunity to improve and more like a formality. That impression was confirmed when I was terminated just six days after being placed on it, despite making immediate efforts to address the feedback. In addition, there appeared to be consistent turnover within the Chicago employee benefits team during my time there, which raised concerns about leadership stability and overall team support. This experience felt less like performance management and more like being set up for failure. A company should invest in its employees, provide clear expectations, and allow reasonable time for improvement. Unfortunately, that was not the case here. I would strongly encourage leadership to reevaluate how they onboard, support, and manage new employees. The current approach creates a high-risk environment for employees and reflects poorly on the organization’s culture and leadership practices.

At first, everything will seem great, but the longer you are there the more you will see how bad things actually are. You will see people who have been working there for multiple years with seemingly nothing wrong just vanish off the team, and all management will say is that they were a bad candidate even if they had been a long time employee. Very frequent “teams calls” with a lot of redundancy. Management will ask for an office-wide call every Friday and then again every Monday morning, every week expecting updates. Advertised as hybrid, but little to no flexibility. Management will mandate in office days, and if you have a client meeting where you have to go in office all week that week, they won’t let those days count as your mandatory office days. So when you have client meetings booking up the whole week, and there is a mandatory office day for “team bonding”, don’t expect to get anything done that week. They can’t seem to retain an Employee Benefits team in Chicago. Their Chicago location has been open for multiple years but the department there has the highest turnover rate with only one person remaining as of April 2026, and that person is in management. This takes place in CA as well, but not as often.