Great place to work - Recensione dipendente - OUTSIDE SALES presso Sunbelt Rentals

5,0
10 giu 2009
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Given my past work experience, I planned to work the rest of my professional career in the construction equipment business. I worked at another equipment company and had close dealings with all of the other major equipment rental companies. Of all of the companies, I wanted to work at Sunbelt. It took about two years for me to get hired by Sunbelt and I can honestly say that this is the best job that I have ever had and barring some unforeseen circumstance, I am planning to retire from this company. I work hard and I am recognized for my efforts as far as my compensation, praise from management and opportunity for advancement. I guess that it is because of the experience that I brought to the table, but the manager got me involved in the operations of the business from the time I started and the district manager made it clear to me from the start that opportunities for advancement were there for me. The grass is very green on this side of the fence.

Svantaggi

I really don't have any cons about the company specifically but if I had to pick something to complain about it's about the industry in general. Since the construction industry is one of the key economic indicators, it is one of the first that takes a hit when the economy slows down. Other than that, no complaints.

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

Vantaggi

Good benefits, pay and voice is always heard.

Svantaggi

Work life balance could be a little better.

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Risposta di Sunbelt Rentals
5mo
Thank you for this 5-star review! We appreciate your feedback and hope you continue to grow with us. Thank you for all you do!
2,0
27 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

company truck, company gas, expense account

Svantaggi

Coercive Non-Competes: Instead of retaining talent through fair pay and competent leadership, management uses overreaching non-compete agreements to trap their workforce. Seeing colleagues like Zane bogged down by these heavy-handed tactics shows a fundamental lack of respect for employees' career mobility. Pervasive Micromanagement: Leadership insists on controlling minor details, bottlenecking progress and alienating competent employees. The Sunk Cost Fallacy: Instead of learning from mistakes, senior leaders consistently double down on poor decisions, driven by an unwillingness to admit fault. The Peter Principle in Action: The executive team suffers from an overinflated sense of their own acumen, which barely masks a fundamental lack of competence. People have clearly been promoted to their level of incompetence.

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