Rapidly declining workforce prime example of doing less with less. - Anonymous employee CRH Employee Review

2.0
Dec 15, 2010
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Job. Set hours. Better than unemployment (not by much) good co-workers, hey I guess misery does love company! Twenty word minimum here, can't think of that many "Pros" for Oldcastle Surfaces.

Cons

3 year across the board wage freeze while shedding employees and consolidating responsabilities. 2011 pay reduction of 3%. No performance reviews of ANY kind so no feedback on how you are progressing doing the tasks of 3 people. Poor communication from management. Workforce whittled down from approx 120 employees to 21 while trying to keep production flowing, increases in manufacturing "errors" extended lead times for customers. General vibe that the place will be shut down at any moment, and no indication from managment to the contrary. Company is part of CRH, a multinational based in Ireland, so they can pay the lowest corporate tax in the world, and contribute to Irelands fiscal problems.

Explore other reviews about CRH

5.0
Jul 5, 2026
Recommend
CEO approval
Business Outlook

Pros

it is all great work

Cons

sometimes a bit stressful overall

1.0
May 24, 2026
Recommend
CEO approval
Business Outlook

Pros

Overall, it’s a really good company—probably some of the best benefits in the industry, and that’s one of the main reasons I chose to work here.

Cons

My advice to anyone considering it: be careful about the promises you’re made during the hiring process. Make sure everything is put in writing, and make sure it’s exact—your position, job description, responsibilities, and what is expected of you. Things can change. If the person who hired you leaves or moves on, the person who replaces them may see things differently and change everything. That can include doing away with the position you were hired for and moving you into a completely different role—one you may have never left your previous job to take in the first place.

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