If you don't like being held accountable, this is the place for you! - Anonymous employee C.H. Robinson Employee Review

1.0
Mar 1, 2018
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Great 401k and Health Insurance benefits. Job Security. You can wear jeans. There are some great people that work at TMC, but their numbers are shrinking by the month.

Cons

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.

Explore other reviews about C.H. Robinson

5.0
May 26, 2026
Recommend
CEO approval
Business Outlook

Pros

its been amazing, great enviornment

Cons

none, everything has been amazing

2.0
Jun 25, 2026
Recommend
CEO approval
Business Outlook

Pros

Not much that I can think of, would say its decent pay but they move the goal posts on goals every year so once you get comfortable with your goals and achieving your target to them hitting the reset button and back to square one

Cons

The culture has shifted in a very negative direction. Top performers can still feel boxed in by limited growth opportunities, changing expectations, and compensation structures that do not always reflect actual performance. There is a heavy focus on control, office attendance, and short-term metrics, while trust and morale continue to decline. It can feel political, exhausting, and disconnected from the people actually driving results. Very toxic for capacity reps, they do everything wrong and contstantly are the whipping posts for commercial teams who are always in the right

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C.H. Robinson Response
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