C.H. Robinson reviews

TMC truly does have a talent crisis. They pay well below industry averages, and it is starting to show. They are losing more and more of their top talent, while struggling to attract new talent, which is causing issues across the company. Accounts at TMC are also wildly inconsistent. If you’re lucky enough to get a job on one of the “Consulting” accounts you have it made. The main “consulting” team rarely works (with a few team members picking up the slack). Some members of this team don’t know a thing about the transportation industry and it really shows. Other teams aren’t so lucky, with people working long hours with no breaks at low pay. I have seen people come into TMC happy and well adjusted, and come out defeated and jaded. Long story short, if you are in desperate need of a job, or just graduated college go work for TMC. The pay is incredibly low, but it is almost impossible to get fired (you don’t even have to do your job!) and it can give you good experience in the industry to leverage into a job that pays an average wage in the industry.

Management does assist with employees personal development plan; seems like it is just something to get over with. Interview process is useless; favoritism plays a huge role in whether or not you will move up There is no real separation in regards to tasks and responsibilities between LA1 and LA2. You can be doing LA2 work and going above and beyond, when you are only a LA1 and getting paid for LA1 work (although manager expects LA2 work). Employees assigned to one account, may need to take on more as their managers sign new customers. Some employees will watch over 3 accounts/customers and not be salaried for the workload. TMC Sales team sells TMC by promising customer different IT/Global Forwarding functionalities, when there is none within Navisphere Interviewing managers will make up a reason for not promoting candidate. Promotions are pre-determined There are zero Standards for promotions