Surveys Don't Mean Much - Mitarbeiter (anonym) bei CarMax: Mitarbeiterbewertung

2,0
28. Okt. 2009
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

If you're interested in a growth oriented company and you fit the definition of cultural fit. Used cars do sell and there are typically a fair amount of customers available.

Kontras

The Fortune 100 ratings process is a sham. The focus during the survey administration period is getting responses from those associates most likely to give positive opinions about the company. The results are seriously compromised. The company's efforts around diversity are also not as advertised. There is very little of it at critical decision making positions. The irony is that no one is leading a credible diversity effort as it is deemed not necessary since all associates are treated equally and fairly. Not so.

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5,0
4. Juni 2026
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Geschäftsprognose

Pros

Amazing benefits with 6% 401k matching and tuition reimbursement.

Kontras

Highly reliant on the quality of management at the store location.

4,0
13. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

The perks of working at CarMax are quite extensive. Associates are offered an aggressive 401k program, Stock Purchasing Plan, in store discounts on sales and service, access to the CarMax Wholesale system, excellent healthcare, plenty of PTO, and at my location we are given as much OT as we want. My coworkers are generally good people, that I enjoy being able to work along side day in and day out. Management is very understanding in regards to calling out sick family emergencies, and schedule requests.

Kontras

Despite doing the work of 5 people, and very politely asking for a raise management will not give me more than my 3% annual raise which is the single biggest let down. The bonus change of 2025 being labeled as "exciting" was straight corporate gaslighting unlike anything I've ever seen. Since the start of 2026, as of this review being written we have lost 7 associates largely due to pay, and I am soon to join those associates. Management from the store level up to corporate needs to understand that to retain their top performers they need to be compensated like a top performer. Some members of management are cliquey and moody which is very frustrating to deal with. Quality of Management varies wildly from store to store as well

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