Cox Enterprises reviews

1. It's not as flexible as they promote. On my first day, I was told we work very specific hours. This was not mentioned during the interview process, and I have not had to adhere to a shift in a salary role since 2001. In general, most companies operate 8-6, so you have flexibility to work within those hours. In addition, you have to come on campus at least one day and that day is determined by your team. I understand why, so this is not a con to me, but I want to be clear that it's not as flexible as what you read on Cox's website, so don't bother researching. You'll figure it out once you get the job. However, this could be specific to my department. 2. Perks are not consistent across teams/departments. Some teams observe summer Fridays, but our team does not. I have not worked a full summer Friday since 2009, so it's a bit disappointing. The weekend goes by fast and Mondays are packed days, so it can feel overwhelming. 3. We have unlimited PTO, but I am nervous to ask for time off with fear of being told no. I have been working over 20+ years, and my last corporate job in 2005 offered 18 days of PTO, unlimited sick days with the option to buy a week, so I've had 25 days of vacation for decades. I'm salaried at Cox, but hourly employees earn 14.5 hours of PTO/month, so I would say it's safe to say a salaried employee can expect 25 days as the norm which is great if your manager approves your time off. 4. Very group oriented with little autonomy. 5. Work Life Balance: I'm not certain if this is a con yet, but what I have observed so far is working long hours versus efficiency seems to be rewarded. I was taught that a team or person that can produce quality work in less time is efficient. Cox is a desired job for its growth potential, company and leadership values, and flexibility, so I think all teams/departments should live the Cox values. People work harder when they are given the freedom to make their own decisions. You will quickly weed out the slackers over time, so there's no need to micro manage people.

Employee's tend to be long tenured reducing opportunities for advancement. If you do advance, it will always depend in some part on your manager, but across all the divisions it's generally known your work life balance will decrease because you will always be responsible for your new title's responsibilities on top of previous work. Annoying constant campaigns to reinforce the work is your friend corporate fallacy.