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Caesars Entertainment

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Don't come to Cleveland! - Table Games Coach Caesars Entertainment Employee Review

1.0
Jul 18, 2014
Recommend
CEO approval
Business Outlook

Pros

The insurance is very good.

Cons

You will consistently work unpaid overtime because the workforce is not managed correctly. There is no effort to get table games coaches home to their families on time (unless you are part of a select group). The salary for a table games coach in Cleveland is one of the lowest in the Caesars Entertainment group as well as the industry while it is also one of the top income producing properties in the brand. This is due to the lack of competition in the Cleveland area. Many coaches have left and there is a very slow effort to replace them, however they are offering higher salaries to try to bring people in while leaving the current workers at their same salary (not really a salary-you are only paid for the time there and you are not paid for the 5 hours or so a week that you are REQUIRED to do work oriented things off the clock). As a table games coach, they take away your personal life by consuming it with things to do off the clock (spotlights on dealers, classes, e-mails, etc.).

Explore other reviews about Caesars Entertainment

5.0
Jun 23, 2026
Recommend
CEO approval
Business Outlook

Pros

Great company and opportunities to move up!

Cons

It is a lot of work but very worth it!

2.0
Jun 29, 2026
Recommend
CEO approval
Business Outlook

Pros

Peers and teammates are supportive of each other. For a digital organization, the pay was very good but I believe they've significantly reduced salaries. Some of the managers were very good.

Cons

The Caesars Digital team operated in a flat organization, where some GMs were trying to actively manage teams of 75-150 individuals. Career growth is almost non-existent as a result. C-suite management was non-existent and came from finance or hospitality backgrounds. Org success was purely tied to annual EBITDA and without understanding of how a digital/engineering organization should be run, resulting in disconnected employees (most of whom were remote), lack of scalable structure, and zero oversight.

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