What Employees Say
I am able to take time off from work when I think it's necessary.
I feel good about the ways we contribute to the community.
Management is honest and ethical in its business practices.
Management trusts people to do a good job without watching over their shoulders.
Our facilities contribute to a good working environment.
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|
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|
- Employee stock purchase plan (ESPP)
- Employee stock ownership plan (ESOP)
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 take||60 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)|
FAMILY CARE PROGRAMS
- Childcare reimbursement during business travel
- Paid sick leave to care for a child or relative
HEALTH INSURANCE COVERS
- 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|
- 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
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.
| 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|