At IMA Financial Group, Inc., 87 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 456 employee surveys, with a 90% confidence level and a margin of error of ± 2.19. It was published on Jul 11, 2017. 4107 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
93%
 
I feel good about the ways we contribute to the community.
93%
 
Management is honest and ethical in its business practices.
91%
 
Management trusts people to do a good job without watching over their shoulders.
91%
 
Our facilities contribute to a good working environment.
91%
 

What They Do

We asked IMA Financial Group, Inc. to explain what they do. Here is what they had to say.

IMA is a diversified financial services company with a mission to protect assets and make a difference. It is one of the largest independent insurance brokers in the country.

About this Company

Website: www.imafg.com Industry: Financial Services & Insurance
US Headquarters: Denver, Colorado, 80202 US Sites: 17
Major Locations: Denver, Colorado, 80202; Wichita, Kansas, 67226; Dallas, Texas, 75240; Overland Park, Kansas, 66210; Mt. Pleasant, Michigan, 48858 US Employees: 677
US Revenues: $146.3 million Worldwide Revenues: $146.3 million
Corporate Structure: Private Founded: 1974

IMA Financial Group, Inc. has been awarded:

Best Workplaces for Working Parents 2016 (ranked 46)


IMA associates host community fundraisers like Sandblast across the country.

Perks and Programs

We asked IMA Financial Group, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Employee Ownership: The biggest, most differentiating perk at IMA Financial Group is its employee ownership. It establishes IMA's culture, provides incentives to see the company succeed and regularly outpaces other investment options.
  • Private Starbucks: IMA has the country's first private Starbucks free to employees and their guests. This allows IMA associates to break the ice with clients and partners to help build meaningful relationships.
  • Time to volunteer: IMA provides time to volunteer for the philanthropic activities employees are passionate about. It creates channels to give their expertise, which creates more rounded, engaged employees.
  • Community engagement opportunities: IMA provides opportunities to engage its community through regularly scheduled food trucks and tickets to the zoo. IMA believes its employees should be engaged in the community.
  • Lifebalance PTO: IMA has a progressive personal time off policy that does not track from a dedicated pool of hours or days. Instead, IMA believes its associates can take as much time as needed to maintain an appropriate work-life balance.
  • Sabaticals: Upon completing a certain threshold of years, IMA associates are given a paid four-week sabbatical to refresh, reflect and recharge.
  • Dream Coach: After one tenured associate completed his sabbatical, his reflection led him to identifying and creating IMA's dream coach position. The dream coach helps associates talk through their goals, ambitions and concerns in a private setting to help them discover and uphold their aspirations.
  • Stock Bonus Plan: IMA employees are able to decide their level of ownership in the company through regular internal stock purchases. The stock has regularly outperformed other financial benchmarks resulting in employee owners who have retired comfortably.
  • YOURfit: IMA encourages people to be active. It incentivizes associates by subsidizing the costs of Fitbits and gamification of the workplace with regular campaigns to get out and stay active. YOURfit was recently featured by Fitbit as a best practice for employee engagement.

COMPENSATION BY THE NUMBERS

75% Company-paid health coverage for employees 75% Company-paid health coverage for dependents
75% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Employee stock purchase plan (ESPP)
  • Employee stock ownership plan (ESOP)
  • Restricted stock units
IMA associates are empowered to take time off to pursue their passions.

WORK-LIFE BALANCE BY THE NUMBERS

Unlimited Paid time off after one year of full-time employment 11 days Paid time off after one year of part-time employment
Unlimited Paid sick days after one year of full-time employment 4 weeks Paid sabbatical after 15 year(s) of employment
Unlimited Paid time off as of first day of full-time employment 11 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (25% use it)
  • Telecommute option (5% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Yoga, massages, luncheons, free Starbucks, wellness classes, financial literacy, happy hours, watch parties, seasonal celebrations)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 60 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
60 days Fully-paid paternity leave (does not include personal vacation or paid time off)*60 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)*60 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.

FAMILY CARE PROGRAMS

  • Childcare reimbursement during business travel
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

$717,000 Philanthropic donations in last year Self-Conducted Environmental impact audit
Yes Sustainable commuting program Yes Recycling program

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Women
  • 12 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
Once a year, IMA associates across the country team up for I Make a Difference Day.

DEMOGRAPHICS

 
IMA's a team player by encouraging all-office sporting events.

How to Get Hired

We asked IMA Financial Group, 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?

The most critical key characteristics are whether or not they are a good fit for our strong culture at IMA.  We have very specific ‘Talent Selection’ questions we ask each candidate based on seven cultural focus areas.  We have a group approach to interviewing, and once a candidate makes it to the final stages in the process we conduct what we call a ‘Talent Challenge Process’.  This process is a scoring system and pre-employment 360 degree session that allows us to objectively score the candidate against the cultural focus areas to ensure a good long-term fit.

What can prospective employees do to get your attention?

We believe the most important thing for us in evaluating whether to talk to someone is two-fold:  1. To determine whether they have the passion for serving our customers and prospects in a way that truly makes a difference, and for them to display a true sense of appreciation for what it means to be an ‘employee owner’.  2. Relationships are also extremely important to us. Building and investing in relationships with co-workers and also external clients and prospects is critical to the way we go about differentiating ourselves.  Being authentic and genuine and investing in other people is part of what defines IMA.

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

Individuals interested in IMA can go to our website at IMAfg.com and visit our career site to determine whether there are opportunities or roles they would have an interest in pursuing.  They can submit a resume online to our Human Resources group through the career site.

hiring Outlook

60 Forecasted positions to fill in coming year 12 Average applicants per opening
2,640 Total job applicants 80% New hires by employee referrals
80% Openings filled by current employees 15 Recent graduates hired
10% Voluntary turnover for full-time employees 17% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

Follow IMA Financial Group, Inc.

Related Companies