Company details

New York, NY

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

https://www.travelers.com/

About the company

Travelers is a property and casualty insurer that sells personal insurance (like auto and home) and commercial and specialty insurance for businesses. Travelers also provides risk management and loss-prevention support alongside insurance products, which shapes many early-career roles in underwriting, claims, analytics, and technology. Travelers operates as a large U.S.-based insurer with international operations in Canada, the U.K., and Ireland. Travelers is publicly listed (TRV) and is the only property and casualty insurer in the Dow Jones Industrial Average.

Locations and presence

Travelers is headquartered in New York City and has a major long-standing office presence in Hartford, Connecticut, plus roles spread across U.S. locations and international offices. Many early-career roles are office-based (often hybrid by team), while claims and some operations roles can be more location-tied.

Palpable Score

75.3

/ 100

Travelers offers solid early-career access through a broad internship footprint and multiple structured development and leadership programs that map directly into full-time career tracks. Hiring and learning support are well-defined for many student and new-grad routes, though candidate experience and feedback transparency still look uneven by team. Pay stability looks good for a large insurer, with stronger transparency than many peers because Travelers often publishes salary ranges on postings.

Pillar 1: Early-career access

Score

16.5

/ 20

The company runs a dedicated Emerging Talent hub with internships across actuarial, claims, finance, HR, technology and analytics, underwriting, and other pathways.
Travelers lists multiple student and new-grad development routes beyond internships, including both “Leadership Development Programs” and separate “Development Programs” tied to specific functions.
The company connects internships to downstream programs in postings, such as underwriting internships described as a pathway into a 12-month Underwriting Professional Development Program.

‍

Pillar 2: Hiring fairness and transparency

Score

14.1

/ 20

‍

The company publishes hiring and interview guidance on the Travelers careers site, which helps applicants understand general expectations and preparation.
Travelers has consistent candidate-reported structures for internships, commonly including an initial behavioral screen followed by multi-interviewer final rounds or a “superday” format.
The company does not publicly commit to role-by-role timelines or feedback standards, and public candidate reports suggest timing can vary by function and location.

‍

Pillar 3: Learning and support

Score

15.8

/ 20

The company’s Development Programs explicitly describe a blend of on-the-job training, classroom instruction, self-study materials, and independent work.
Travelers describes Leadership Development Programs as structured paths designed to support upward progression in a defined area rather than leaving growth entirely to manager discretion.
The company positions multi-year rotational learning in programs like the Operations Leadership Development Program, which includes a formal curriculum and mentoring language in program materials.

‍

Pillar 4: Pay fairness and stability

Score

15.8

/ 20

The company publishes comprehensive benefits information, including medical coverage, retirement offerings, and paid time off that starts at more than four weeks in the U.S. benefits description.
Travelers job postings often include published salary ranges (including nationwide market ranges for roles), which is a concrete pay-transparency advantage for early-career candidates comparing offers.
The company’s early-career pay is hard to validate precisely across all locations because internship rates and entry-level salary ranges are not presented in one unified public pay framework.

‍

Pillar 5: Early-career outcomes

Score

13.1

/ 20

The company publicly highlights completions of multi-year early-career programs such as the Operations Leadership Development Program, which signals a real pipeline from entry into larger roles.
Travelers has strong program-specific sentiment signals in public review channels for at least one early-career track, but those reviews do not cover every function equally.
The company does not publish early-career outcome metrics like intern-to-full-time conversion rates, time-to-promotion from analyst to senior/lead levels, or retention by cohort.

‍