Pros
The benefits offered here are about the only thing good at this place. Pay days are every Friday.
Cons
The CTU has 5 different managers: warehouse, Store, district, quality, and operations. That's a lot of stress right there. That's 5 managers plus a lead CA looking over your shoulder and giving 6 different opinions on how things are done. Warehouse manager just looks for the easiest way to get stuff done. Scratched glass doesn't get buffed or scrapped, just put back in the bin and sold to wholesale or even other safelite customers. There are 10 different ways to do everything and each one of them is wrong, depending on the mood (workplace bipolar disorder maybe?) of the person being asked. 2 dispatchers that are told to take every job that over works the techs, especially during the summer when it is 115 degrees out. They start at 730 and will end their day at 8pm sometimes with out a lunch. The pay on the office is crap. 2% raise (here...let me translate...maybe $0.25) because THAT makes a huge difference in wanting to have a "career" there. The only time there is advancement is when someone either quits, gets fired, retires, transfers or you relocate out of state (which is not always an option). MAJOR FAVORITISM. For a tech, if you want a good route or to pick and choose, better make sure you are on good terms with management and dispatch. Office bonuses are based off of tech NPS score. There's not an incentive for office personnel. So if it's busy, the techs are overbooked and late to customers, yes, people are gonna be upset and give bad reviews which in turn screws the technician, as well as the CA. CA's don't get a bonus plan like the techs, or commission like the call center. The warehouse may look impressive with all that glass, however, that glass is either mismarked, not in the correct bin, or its damaged in the bin. But it can't be scrapped (even though it's useless, and no one will try to fix it) because of the breakage rate, and nor will it. It will get shipped to the stores and then the store has to deal with it. Can't take vacation during the summer. For the company, it's about quality. For the local offices, it's about quantity. As long as sales are up and last year's budget is beat, get as much glass done as possible. "People powered" a nationwide, BILLION dollar company doesn't compensate employee pay very well unless you are a tech (on the favorites list) or management.
