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      Cardinal Health

      Engaged Employer

      Cardinal Health reviews

      Cardinal Health has treated me very well - FP&A Manager Cardinal Health Employee Review

      5.0
      Apr 30, 2023
      Fp&a manager
      Recommend
      CEO approval
      Business Outlook

      Pros

      Challenging experience, but great place to learn how to navigate & succeed in an FP&A role for a big company

      Cons

      Total comp is about 5-10% less (estimate) than competitors in space. Bonus payout not 100% multiple years. Merit not that great considering the economic challenges (been a thing since I started). Not all positions created the same. Med side (you can google this side of Cardinal Health for context) or COE (consolidation) roles can be very challenging. Getting to director level + positions can be very difficult (even with lots of experience internal to Cardinal). Can get VERY siloed.

      Explore other reviews about Cardinal Health

      5.0
      May 28, 2026
      Quality control chemist
      Recommend
      CEO approval
      Business Outlook

      Pros

      Flexibility. Great people to work with. Good PTO.

      Cons

      Minimal movement to move up within the company

      2.0
      May 15, 2026
      Quality control specialist
      Recommend
      CEO approval
      Business Outlook

      Pros

      - Good benefits - Easy training - They strive to understand how to get someone to their fullest potential

      Cons

      - No concrete track for promotion, to the point that it seemed impossible - They will not listen to their workers - Management on-site and higher up are very lazy - They will expect you to do the work that they schedule, even if it is impossible to complete - From the perspective of my role in quality control, it seemed impossible to make management, and also production in general, understand the time it takes for certain procedures and tests to be completed and reviewed. - Our entire site is getting shut down, and they are just now ramping up production to meet quotas and schedules. While, at the same time, keeping our severance estimations as vague as possible. - Low to no incentivization for anything

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