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Bewertungen für C.H. Robinson

Aktualisiert am 17. Okt 2019

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3.3
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BewertungstrendsBewertungstrends
58%
Würden einem Freund empfehlen
93%
Befürworten Geschäftsführer
C.H. Robinson CEO Bob Biesterfeld
Bob Biesterfeld
25 Bewertungen
  1. „Senior Account Manager Transportation”

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    Ich habe bei C.H. Robinson gearbeitet ()

    Pros

    sehr international, sehr flexibel, guter Einstieg

    Kontras

    lange Entscheidungswege, schlechtes Management,

    C.H. Robinson2016-05-10
  2. „Real people, really matter”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Sales Executive 
    Empfiehlt
    Positive Prognose
    Keine Meinung zum Geschäftsführer

    Ich habe für mehr als 5 Jahre bei C.H. Robinson gearbeitet (Vollzeit)

    Pros

    Great colleagues, benefits, and culture. Can't say enough good about those three things.

    Kontras

    Analytics is sucking the life from the solution design processes and pushing Artificial Intelligence too much. Sales is spiraling in to a grind any "monkey" could do vs allowing sales to develop skill sets to offer hands-on solutions to customers. No real way to advance past higher version of current role ... Sales executive to senior, account manager to senior.... etc. Most talent will still find themselves... lost in the shuffle and not advancing well.

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    Rat an das Management

    People need people, real people, genuine people. Remember what made CH Robinson great for so long... don't cut the people from the process.

    C.H. Robinson2019-10-17
  3. „Great collaborative environment”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Akt. Mitarbeiter - Account Manager in Springfield, MO
    Empfiehlt
    Positive Prognose
    Befürwortet Geschäftsführer

    Ich arbeite seit mehr als 10 Jahren bei C.H. Robinson (Vollzeit)

    Pros

    - Family work environment - Innovative and dynamic culture - Pay for performance

    Kontras

    The base salary is helpful, but it’s difficult to earn the bonuses that are offered because most of the factors that contribute to account growth are outside of your control (market tends, year-over-year comparables, economy, consumer confidence, etc.).

    C.H. Robinson2019-10-15
  4. Hilfreich (1)

    „Great Experience, People, and Culture”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Senior Recruiter in Los Angeles, CA
    Empfiehlt
    Positive Prognose
    Keine Meinung zum Geschäftsführer

    Ich habe für mehr als 3 Jahre bei C.H. Robinson gearbeitet (Vollzeit)

    Pros

    Supportive and collaborative team environment. Respectful and professional culture. Good communication skills within and across teams. Innovative and technology driven. Competitive benefits - medical/dental/vision, 6% company match on 401K, PTO + floating holidays. I’ve worked for other large companies throughout my professional career, and by far have had the best experience at CHR (4.5 years total). Meaningful... work, and great coworkers and leadership. People here are hardworking, and want to see each other succeed.

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    Kontras

    Depending on your role, career advancement can be limited and/or undefined. Company is eager to change due to technology advancements and overall efficiency which can rapidly change the workload, organizational structure, career path, etc. for some positions. Not necessarily a con for me, but if you can’t adapt to change or understand the bigger picture it can be viewed as negative.

    C.H. Robinson2019-10-10
  5. „Extra Extra”

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    Ehem. Mitarbeiter - Manager 

    Ich habe für mehr als 5 Jahre bei C.H. Robinson gearbeitet (Vollzeit)

    Pros

    It is a great a place to work

    Kontras

    No cons at this time

    Rat an das Management

    Keep up the good work

    C.H. Robinson2019-10-07
  6. „Good place to start career, limited future”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Account Manager in Chicago, IL
    Empfiehlt nicht
    Negative Prognose
    Keine Meinung zum Geschäftsführer

    Ich habe für mehr als ein Jahr bei C.H. Robinson gearbeitet (Vollzeit)

    Pros

    Co workers were the best part of working there. Good work life balance.

    Kontras

    Lots of empty promises when it comes to promotions.

    C.H. Robinson2019-10-06
  7. „Good company to start a career.”

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    Ehem. Mitarbeiter - Logistics Broker 

    Ich habe für mehr als 3 Jahre bei C.H. Robinson gearbeitet (Vollzeit)

    Pros

    Opportunity for advancement, well established company.

    Kontras

    Entry level, high stress environment.

    C.H. Robinson2019-10-03
  8. „Positive Workplace, Unrealistic Performance Goals”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Akt. Mitarbeiter - Sales Executive 

    Ich arbeite seit mehr als einem Jahr bei C.H. Robinson (Vollzeit)

    Pros

    Helpful team members and management

    Kontras

    Unrealistic first year sales-performance goals

    C.H. Robinson2019-10-17
  9. „Great teaching company”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Key Account Manager 

    Ich habe für mehr als 5 Jahre bei C.H. Robinson gearbeitet (Vollzeit)

    Pros

    knowledgeable. Great resource in learning the transportation industry.

    Kontras

    culture change, pay and work life/home balance

    C.H. Robinson2019-10-13
  10. Hilfreich (1)

    „Frustration Station”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Software Engineer in Eden Prairie, MN
    Empfiehlt nicht
    Negative Prognose
    Befürwortet Geschäftsführer

    Ich habe für mehr als ein Jahr bei C.H. Robinson gearbeitet (Vollzeit)

    Pros

    Preface: I worked here for 2+ years. I had both good and bad experiences, but the bad ones were really, really bad, and the issues that caused them persisted through the company even after moving teams/areas. - Very laid back culture. Almost impossible to get fired unless you are completely incompetent. - Easy to get hired. - Lack of supervision? (pro for you, con because coworkers can abuse and cause you... more work) - You can pretty much do whatever you want. - Easy to move teams/positions within company. - Great place to make friends. - Good in-between jobs job because it's not a good place to grow your career but the work is easy and responsibilities are relatively low (assuming you're a good programmer and don't struggle with basic tasks). - 401K match is good. - Benefits are decent.

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    Kontras

    - Management is practically non-existent for many teams, which might seem good at first (allows you to do your work without micromanagement) but problems that require managerial support will start to stack up after a while and things will grind to a halt until they get sorted out (months later). - Due to lower than industry standard wages and easy interview process, be prepared to work with many sub-par programmers..., horribly written/tested code, and an intersourcing/testing process that will take 3x longer than actually writing the code. - Depending on what team you are on, on-call responsibilities can vary widely. Due to poor code architecture/testing and legacy code that's being held together with metaphorical duct tape, many teams are playing a game of KTLO (keep the lights on) and are in a constant scramble to keep systems up and running, leaving them no time to work on anything interesting or new during support rotations and being awoken in the middle of the night by emergency code-malfunction calls. - Low pay, as mentioned previously. - Managers/project leaders/architects are untouchable, even if they are misbehaving (harassment, manipulation, etc). The offending party will not be reprimanded/fired no matter how many people complain about them because they are too understaffed to lose managers, even horrible ones. - Slow. Slow slow slow slow. Nothing really gets done. Projects will drag out forever and ever and ever and ever because no one seems to have the ability to make decisions. - Slim to no mentorship or support for newbies. As I was told 'It's trial by fire here' and 'Welcome to team. It's time to sink or swim' - There is no recognition for successes, big or small. - There is, however, plenty of finger pointing for team failures. Because getting promoted is so difficult and every error so scrutinized, no one is willing to take the blame for their mistakes for fear it could stagnant their career for years. - There's a list of about 100 things you need to do nearly perfectly every year to be considered for promotion. It's up to your manager how tightly he/she wants to hold you to that. If they want to hold on tightly to that list, promotion will take a long, long time, no matter how hard you work because so many things on the list aren't in your day-to-day responsibilities. - Passionate developers are going to get frustrated quickly by the ridiculously slow process and coworkers who drag down code quality. - Lots of office gossip/drama. - No one cares about your code. Literally. No one will ever look at it until it needs to be updated. Your manager and coworkers will NEVER actually look at anything you produce to measure your value. You cannot prove your worth through code. You must make friends and then beg them to voluntarily submit a review to help you get a promotion, but that might not be taken into consideration either. It's mostly up to your manager and whether or not they want to promote you. If they do, they will find reasons to, and if they don't, they will find any reason not to (I'm not just speaking from my perspective but others' testimony as well). - Don't rock the boat. They will tell you to speak up but it's a trap. It's not a safe space to ask questions. - In the EP IT building, there is NO space. You will be stuffed into their one IT building like a can of sardines. Lots of illnesses going around all the time and working from home (even occasionally) will get you a frowny face on your company file (WFH is only allowed in special cases). I'm pretty sure they're breaking fire code with too many people in the building. - As mentioned above, generally no remote work is allowed (only if you're really sick or weather is unreasonable to attempt to reach the office). On average, if you WFH more than one day every few months, you're going to get in trouble for it (in my experience). And don't even think about taking a day (or half day) off without at least a week's notice. It really doesn't matter what your reason is (medical, family, etc). If it's not a true emergency, there's no case where you can take a spontaneous day off (using your given PTO and even considering you have 0 meetings/responsibility that day). - No sick days. Use PTO for that (because the crowded office makes you sick all the time).

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    Rat an das Management

    DO something. Just anything. I was there for 2+ years and saw none of the persistent problems I listed above be addressed with a plan of action that was actually executed. Hire more managers who care about people and when someone raises an issue over and over again, don't ignore them for years until they are forced to leave for the sake of their own sanity. Make interviews more thorough with more technical questions... that test candidate's problem-solving skills. Trying to hire people simply on the basis of 'culture fit' is a terrible idea because C.H. Robinson's IT culture is toxic and needs a wider variety of personalities to change. Implement stricter coding/testing standards and make sure programmers are following them. It will save so much time for support/on-call people. Actually put people on improvement plans if they are not performing and measure their performance by quantitative and qualitative standards such as the code they have on GitHub/TFS or the number of support tickets/code reviews they've successfully completed. Don't grade them on a single review written by a toxic and/or uninvolved coworker because that's all the reviewing you could bother to do. Also, fix the space issue in EB Tech or allow people to work remotely. It's inhumane to force people to sit shoulder to shoulder and expect them to just be okay with getting sick every month.

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    C.H. Robinson2019-10-11
1390 Bewertungen gefunden