Rewarding work, great benefits, pleasant environment - Recensione dipendente - Asset Specialist presso Crown Castle

5,0
26 mar 2015
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

1. I seriously work with the most talented, light-hearted, and hardworking individuals. The work environment is very pleasant and management encourages a healthy work/life balance. 2. The health benefits are generous and wonderful. 3. The core values encourage creativity, perpetual learning, and individual accountability

Svantaggi

1. Offers, promotions, and performance reviews could happen in a more timely manner; multiple levels of approvals seem to be contributing to the sluggish pace. 2. Salary doesn't seem to be adjusted for the local market ranges; Crown Castle's headquarters is in Houston and the HR Department is in Pittsburg, PA so the salaries for employees in the Silicon Valley aren't as competitive as they should be.

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5,0
23 mag 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great place to work. Although there has been a lot of change over the past few years, I feel the company is back on track. Culture has been dramatically improved.

Svantaggi

Not much at this time. Still lots of change ahead though as the company transforms into a tower focused company.

1,0
11 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Depending on who is running your team (I’ve had 3 different team leads in the 3 years that I’ve been a full time employee,) some have provided great mentoring, and have taught me a lot.

Svantaggi

Job security is extremely unstable, and employees often feel like they are one decision away from becoming part of another layoff statistic. In my experience, women were not always treated equitably compared to their male counterparts, depending heavily on the leadership structure within the department. The company also showed limited willingness to accommodate health conditions, often searching for loopholes to minimize support, assistance, or benefits during times when employees and their families needed them most. Leadership roles often felt transactional and tied directly to the company’s immediate operational goals. For example, when a department needed growth, leadership would bring in individuals with strong industry relationships, connections, and expertise to help expand profitability and establish the department. However, once those goals were achieved and the leader’s network or strategic value had been fully utilized, the company would frequently move on from them—either through reassignment or termination—in favor of the next person who fit the company’s evolving objectives. Overall, the culture created an environment where many employees felt expendable rather than valued long-term.

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