Great International Career Experience! - Recensione dipendente - Human Resources Generalist presso Rexel Group

5,0
21 set 2018
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Rexel is the type of company where you can create your own career path and development. The work is valued aligned with the efforts in concrete achieved objectives. The international and decentralized strategy is an interesting way of working for different departments. The opportunity to be in touch with people that is expert in different fields is very valuable. Working around digital topics is a great opportunity within Rexel.

Svantaggi

In some situations, they act with an old fashion way of working (not communicating on time, careful about hiding information, etc.) Lack of vision from some managers that are responsible for the development of key good employees. As an employee is important to always share your own vision of your career path, if this does not happen there are some opportunities that can be missed.

Esplora altre recensioni su Rexel Group

5,0
2 feb 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Good pay Benefits Clear vision Personal time

Svantaggi

Opportunity for advancement Yearly pay raises

2,0
2 lug 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Decent company benefits and strong talent at the branch and sales level.

Svantaggi

Gulf regional leadership is not effectively supporting the revenue-producing teams closest to the customer. What often presents as process, training, or accountability instead creates confusion, frustration, and reporting burden for branches and salespeople. When metrics become the focus instead of the support system, they inundate the field with activity, hinder execution, and create friction instead of progress. The company has talented salespeople, branch leaders, and field operators who understand the customers, markets, systems, and daily operating reality, but too many are underutilized while gaps are protected or explained away. That is how performance declines quietly: strong employees disengage, honest feedback gets filtered, and the company starts mistaking activity for execution. This is not a branch-level talent problem; it is a Gulf regional execution problem.

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