Sales (Customer Development) - Customer Development Unilever Employee Review

3.0
Aug 15, 2014
Recommend
CEO approval
Business Outlook

Pros

- Great brands, competitive compensation, great benefits, good training ground.

Cons

- All CPG companies going through tough challenges, avoid this space if at all possible (commoditization, private label brands, retailer consolidation) - All new management with little tenure at Unilever (in US), from outside the company...therefore more than usual back stabbing, lack of trust, no relationships, no one in upper management wants to make tough decisions. Focus will be on personal care brands, which means if you are out in the field working with Grocery retailers, your relevancy to your customer is shrinking daily. I give it less than 5 years before Ice Cream is sold (margins vs personal care). They are 15 years behind P&G in pruning their Foods portfolio. - Have upgraded Talent, however if you are not a Director by age 35, you're time is limited, not a VP by 42, you are out the door. Move up or move out, no room for steady Eddies. - Moving to a revolving door enterprise, how 'sustainable' is that?

Explore other reviews about Unilever

5.0
Jan 22, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Love the people, great mentors, wonderful team members. Very welcoming office and great relationships. I love coming to work!

Cons

Under resourced and underpaid for the skills I bring to the table, which contributes to retention issues

3.0
Jul 11, 2026
Recommend
CEO approval
Business Outlook

Pros

The work is easy and your teammates are generally helpful. The pay is good. They are involved in the community.

Cons

Some of HR don't know what they are doing and most of them are two faced and try to get you fired. There are a lot of lazy people and Management expects the harder working people to do their job as well. Benefits are not so good anymore. There is a lot of favoritism to friends from management and some from HR. It's getting worse as the years go by.

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