



Compare Marsh McLennan versus Wells Fargo for CEO Rating, Overall Culture Score, Brand Ranking, and other ratings. Results were generated by 252 employees and customers of Marsh McLennan and 1766 employees and customers of Wells Fargo.

Marsh McLennan's brand is ranked #- in the list of Global Top 1000 Brands, as rated by customers of Marsh McLennan. Their current market cap is $62.58B.

Wells Fargo's brand is ranked #139 in the list of Global Top 1000 Brands, as rated by customers of Wells Fargo. Their current market cap is $156.41B.
| 46% | Promoters |
|---|---|
| 15% | Passive |
| 39% | Detractors |
| 44% | Promoters |
|---|---|
| 19% | Passive |
| 37% | Detractors |
CEO Rating

Marsh McLennan doesn't have enough ratings to calculate the Team Culture Ratings.
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Employees at Wells Fargo rate their CEO, Charles Scharf, 69/100. This score is 9% lower than the scores of Marsh McLennan's CEO, Daniel Glaser. Employees in the Finance and HR departments rate Charles Scharf the highest.

Employees at Marsh McLennan rate their Overall Culture a 69/100, with IT as the department that rate their experience the highest.
Tied

Employees at Wells Fargo rate their Overall Culture a /100, with Finance and HR as the two departments that rate their experience the highest.
Tied

Employee Net Promoter Score
Winner by 15%


Employees at Wells Fargo rate their Gender Score a /100, with Engineering and Finance as the two departments that rate their experience the highest.
Tied

Employees at Marsh McLennan rate their Diversity Score a 58/100.

Employees at Wells Fargo rate their Diversity Score a /100, with Customer Support and Admin as the two departments that rate their experience the highest.
Diversity Score
Winner by 8%

Employees at Marsh McLennan rate their Perk and Benefits Score a 67/100, with IT as the department that rate their experience the highest.

Employees at Wells Fargo rate their Perk and Benefits Score a /100, with Admin and Finance as the two departments that rate their experience the highest.
Perk and Benefits Score
Winner by 10%

Employees at Marsh McLennan rate their Professional Development Score a 53/100.

Employees at Wells Fargo rate their Professional Development Score a /100, with Admin and Design as the two departments that rate their experience the highest.
Professional Development Score
Winner by 1%

Leadership Culture Ratings vs Wells Fargo
Winner by 4%
Marsh McLennan rates % higher than Wells Fargo on Leadership Culture Ratings vs Wells Fargo Ratings based on looking at 5527 ratings from employees of the two companies. Ratings come from the answers to questions like "How would you rate your manager?" and "Do Your Company Leaders Do What They Should to Retain You as an Employee?".
Marsh McLennan rates % lower than Wells Fargo on Compensation Culture Ratings vs Wells Fargo Ratings based on looking at 3934 ratings from employees of the two companies. Ratings come from the answers to questions like "How often do you get a raise?" and "Are you satisfied with your stock/equity compensation?".
Marsh McLennan rates % lower than Wells Fargo on Team Culture Ratings vs Wells Fargo Ratings based on looking at 3579 ratings from employees of the two companies. Ratings come from the answers to questions like "Does Your Boss Hurt Your Company Culture?" and "What do your coworkers need to improve and how could you work together better?".
Marsh McLennan tied with Wells Fargo on Environment Culture Ratings vs Wells Fargo Ratings based on looking at 3667 ratings from employees of the two companies. Ratings come from the answers to questions like "Does someone you work with closely, make you want to quit your job?" and "What is most positive about the culture and environment at your company?".

Sentiment Culture Ratings vs Wells Fargo
Winner by 3%
Marsh McLennan rates % higher than Wells Fargo on Sentiment Culture Ratings vs Wells Fargo Ratings based on looking at 4015 ratings from employees of the two companies. Ratings come from the answers to questions like "Are you typically excited about going to work each day?" and "What's going wrong and how can it be improved?".





