At Alliant National Title Insurance Company, Inc., 89 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 75 employee surveys, with a 90% confidence level and a margin of error of ± 2.15. It was published on Dec 18, 2017. 7043 Visitors

What Employees Say

People celebrate special events around here.
97%
 
I am able to take time off from work when I think it's necessary.
97%
 
Management is honest and ethical in its business practices.
96%
 
I believe management would lay people off only as a last resort.
95%
 
I'm proud to tell others I work here.
93%
 

What They Do

We asked Alliant National Title Insurance Company, Inc. to explain what they do. Here is what they had to say.

We provide title insurance to property owners and mortgage lenders exclusively through partnerships with independent agents.  Title insurance protects financial interests in real property from loss due to title defects, liens, etc.; including attorney’s fees and costs of defense.

About this Company

Website: www.alliantnational.com Industry: Financial Services & Insurance
US Headquarters: Longmont, Colorado, 80501 US Sites: 3
Major Locations: Oviedo, Florida; San Antonio, Texas US Employees: 80
US Revenues: $121 million Worldwide Revenues: $121 million
Corporate Structure: Private Founded: 2005

Longmont Thanksgiving, 2017

Perks and Programs

We asked Alliant National Title Insurance Company, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Personal Development Plan (PDP: Each employee is encouraged to identify areas of interest they want to explore, or additional professional certifications they want to accomplish. The PDP helps the employee identify what training, learning, and certifications they can pursue to put themselves into a better position to advance professionally. Our managers working with our employees are then able to jointly focus on ways of helping the employee achieve their personal goals through allotting time and money to help our employees obtain additional education, certifications, and experience necessary to move their career forward.
  • Charitable Giving and Matching Donations: Our independent agents and employees are deeply involved in their communities and we focus our charitable giving to support their passions. We will give outright, but prefer to provide a matching gift based on the engagement of our agent or employee to raise additional money, including providing the opportunity to devote time to the effort. In 2015, we gave about $22,000 to these efforts. Our contributions will grow as our agents and employees learn more about the program and hear about specific examples. We also volunteer our time with charitable organizations that match our mission and values.
  • Five Year Recognition Program: We recognize team members who have contributed for five years. This includes: 1. Recognize Yourself: A personalized crystal plaque with a personal thank you letter from the CEO. 2. Expand Yourself: A $2,000 Learning Voucher to be used to attend a class, seminar, or training that helps them expand their horizons. This voucher is intended to be used on education to learn skills they have always wanted to, but were never able to do so. This new learning does not have to be directly related to their current position or our industry. The purpose is to help expand horizons, and that doing so our employee will bring an expanded perspective to their work. 3. Replenish Yourself: Two additional paid vacation days in the 5th year.
  • A Place to Learn and Teach: We work in a place of continuous learning and teaching. The company welcomes employees from many diverse industries. That diversity of experience, and our employees’ passion as lifelong learners, provides a rich environment for the sharing of our experiences and knowledge across all departments. Everything we do is in an ongoing effort to improve our joint performance in serving our agents, their customers, and our insureds.
  • Culture of Collaboration: We have adopted a culture of collaboration and approach projects in a cross-functional way to deliver the best results to our stakeholders and customers. We use the teachings from the Arbinger Institute, which helps us to remember to have an outward mindset in all of our endeavors.
  • Office of Fun & Festivities: We have a group of high energy individuals with contagiously fun attitudes . These individuals plan all parties and events with holiday, seasonal, and cultural themes for employees and their families. Events range from summer picnics, to upscale dinner parties, and everything in between.

COMPENSATION BY THE NUMBERS

100% Match of employee’s 401(k)/403b contribution up to 4% of salary85% Company-paid health coverage for employees
80% Company-paid health coverage for dependents $1,500 Average Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Restricted stock units
Corporate Office Staff

WORK-LIFE BALANCE BY THE NUMBERS

19 days Paid time off after one year of full-time employment 5 days Paid sick days after one year of full-time employment
19 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (60% use it)
  • Telecommute option (50% use it)
  • Compressed work weeks (3% use it)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 20 days Fully-paid maternity leave (does not include personal vacation or paid time off)
45 days Average length of maternity leave new mothers take10 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)10 days Average length of paternity leave new fathers take
$3,000 Adoption benefit30 days Job-protected parental leave for adoptive parents (including FMLA)
30 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

Community and Environmental Impact

$50,000 Philanthropic donations in last year COO Leads environmental impact team
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
Birthday Treats at Alliant National

DEMOGRAPHICS

 
Fun with Our Agents

How to Get Hired

We asked Alliant National Title Insurance Company, Inc. for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Individual honesty, a natural desire to help others and a determination to do the work that delivers results.

What can prospective employees do to get your attention?

Contact one of our Agents or a person in the department they are interested.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are always looking for capable people in each function of our business who resonate with our culture and can contribute to our growth and improvement.

What should interested candidates do to find out more and get started?

Contact one of our Agents or a person in the department they are interested in by referencing our website.

hiring Outlook

6 Forecasted positions to fill in coming year 21% Job Growth
3 Average applicants per opening 54 Total job applicants
60% New hires by employee referrals 1 Recent graduates hired
4% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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