At Hausmann-Johnson Insurance, Inc., 99 percent of employees say their workplace is great.



This review is based on 71 employee surveys, with a 90% confidence level and a margin of error of ± 2.94. It was published on Mar 7, 2018. 11752 Visitors

What Employees Say

I'm proud to tell others I work here.
People care about each other here.
Management is honest and ethical in its business practices.
When I look at what we accomplish, I feel a sense of pride.
I feel good about the ways we contribute to the community.

What They Do

We asked Hausmann-Johnson Insurance, Inc. to explain what they do. Here is what they had to say.

Through our five distinct business units: property and casualty insurance, employee benefits, surety, personal insurance, and wealth management, we provide client tailored risk management products and services.

About this Company

Website: Industry: Financial Services & Insurance
US Headquarters: Madison, Wisconsin, 53715 US Sites: 1
US Employees: 78 Corporate Structure: Partnership
Founded: 1946

Puppy Visit!

Perks and Programs

We asked Hausmann-Johnson Insurance, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Paid Family Leave: HJI believes in supporting its employees, through their various stages of life. Some employees are welcoming new babies into their lives. Some employees are struggling with elder care issues. New for 2018 is a Paid Family Leave program that provides up to 6 weeks of paid parental leave for new moms and dads. This program also includes two weeks of paid leave to help a seriously ill, or elderly family member.
  • Community Involvement: From Executives to Interns, HJI participates in a variety of community events, including giving all employees 16 hours per year in paid volunteer time, hosting a fundraiser for our local children's hospital (raising $62,000 in 2017), sponsoring community run/walks, etc. HJI actively supports United Way, sending 40% of the workforce to Season of Caring projects in 2017, and making matching contributions for employee donations. Other employee team volunteering included things like Salvation Army Red Kettle bell ringing, building a playground for a nearby housing complex, a building remodel for Operation Fresh Start, and participation in the WI Public Television Telethon. With approx. 75 employees, in 2017 we had 425 total hours of volunteering with 53 employees volunteering at least once during the year.
  • Communications and Team Building: Employees have frequent opportunities to interact with Leadership, through brief bi-weekly all-company update meetings, executive led group lunches for birthdays each month, one-on-one executive lunches, all-company off-site annual meetings, and other company events. Owners and executives work side by side with employees to take care of the clients, rolling up their sleeves to get the job done. HJI strives for a transparent culture where there are no barriers between staff and management.
  • Phased Retirement: HJI values the contributions made by employees who have careers that span decades. These employees serve a critical function in mentoring our incoming staff. They also maintain relationships with our clients that are vital to business retention. HJI has progressively reduced the number of hours necessary to work weekly to maintain full employee benefits. As of 2018 that number dropped to 25. A number of our employees are phasing into retirement over multiple years and feedback from those employees indicate they appreciate the long glide path. It further allows them to spend more time with friends, family, hobbies and volunteer work and have those outside of work activities established before fully retiring.
  • Time for Fun: A cross departmental Event Committee plans monthly (sometimes bi-weekly) events for the entire company including holiday events, a summer family picnic, in-house golf tournaments, Office Olympics, Dog Days, potlucks, and after work “happy hours.”
  • Wellness: Wellness is a part of the culture of HJI, and enthusiasm for a healthy lifestyle comes from the top; the President is a former professional hockey player. The HJI Wellness Program includes fitness challenges, lunch n learns, on-site fitness programs, monthly on-site chair massage, and annual biometric screening. HJI is located adjacent to a city bike path, where employees can enjoy biking or walking to a nearby lake. An on-site shower facility takes away the biggest excuse for not exercising! Fresh fruit is provide to employees on a regular basis, which is a nice perk since HJI has no soda machines or vending machines.
  • Career Development: Start to finish, HJI supports career development at all stages of the employee’s career. New hires receive a written career ladder, to give them a possible track to follow. If they express interest in other things during their tenure with us, as a smaller company we are able to be flexible in modifying or even creating opportunities for employees to explore their interests.
  • Employee Empowerment: Employees at all levels know that they are the face of the company, and are empowered to do what it takes to meet client needs on a daily basis, often working across departments to offer excellent customer service. HJI also empowers employees to drive their own career with written career paths, and an average of 50 hours of training per year.
  • Flexibility: HJI recognizes that life doesn’t always follow a standard workday schedule. HJI supports modified or shortened work schedules, time off for personal priorities like coaching kids sports, working from home as needed (snow storms, repair man scheduled, etc), telecommuting arrangements, and phased retirement.
  • Expanded Bereavement Leave: We recognize that the death of a loved one, or that of a cherished pet, can be difficult to cope with. Our associates and managers recognized that oftentimes employees were returning to work too soon and were not taking enough time off to grieve. Beginning in 2018 employees may apply for additional paid bereavement leave in situations when standard paid leave is insufficient.


100% Match of employee’s 401(k)/403b contribution up to 6% of salary80% Company-paid health coverage for employees
65% Company-paid health coverage for dependents 80% Company-paid health coverage for part-timers
25 hours Weekly hours required for part-timers to receive health insurance
Yoga challenge


25 days Paid time off after one year of full-time employment 15 days Paid time off after one year of part-time employment


  • Flexible schedule (20% use it)
  • Telecommute option (10% use it)
  • Compressed work weeks
  • Onsite Amenities (Wellness program including challenges, education and activities Free coffee/tea/cider/cocoa On-site fitness class twice a week On-site massage once a month Coordinated lunchtime walk to local summer outdoor concerts in summer Bike/walking path adjacent to property On-site shower facility Fresh Fruit Tuesday once a month Free parking for work and University athletic events Locally sourced fresh produce delivery Monthly happy hour at local establishment (after work))


60 days Job-protected maternity leave (including FMLA/STD) 30 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Job-protected paternity leave (including FMLA)30 days Fully-paid paternity leave (does not include personal vacation or paid time off)*
60 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 not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.


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

Community and Environmental Impact

16 hours Paid time off to volunteer $75,238 Philanthropic donations in last year
Yes Locally-sourced food program


  • 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

Childrens Hospital fundraiser volunteers


Playground construction volunteer team

How to Get Hired

We asked Hausmann-Johnson Insurance, 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?

We look for applicants who have a strong service mentality.  Our work is all about servicing the client, and each other, so we look for individuals who will be a team player, a good problem solver, collaborative, and take initiative.  A desire to "own" the client relationship and be accountable to the client and the team is important.  An interest in continuous learning and giving back to the community round out our ideal characteristics.

What can prospective employees do to get your attention?

Get to know us by visiting our website and facebook page.  Help us get to know you by sending a resume with a cover letter.  It's that simple. 

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

We are often looking to add to our support staff.  A passion for customer service, and a team attitude are important traits in our support roles.  Prior insurance industry experience is not required, just a desire to learn and grow in an ever evolving industry.   We are also always interested in talking to experienced Sales professionals.  A successful salesperson is typically personable, persistent, confident, a bit competitive, and flexible.  

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

Interested candidates can learn more about us through our Facebook page, our LinkedIn page, and our website.  Our website is updated with new opportunities as they arise. Facebook: LinkedIn: Website:

hiring Outlook

8 Forecasted positions to fill in coming year 15% Job Growth
66 Average applicants per opening 529 Total job applicants
50% New hires by employee referrals 12% Openings filled by current employees
8% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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