Wage inequalities, unlivable wages - sales rep Rexel Group Employee Review

3.0
Feb 3, 2022
Recommend
CEO approval
Business Outlook

Pros

Rexel offers room to grow and advance within the company. Decently affordable health insurance. Monday - Friday work week.

Cons

Unfortunately Rexel suffers from what a lot of large corporations suffer from and that is disconnect with their employees. You start to realize you are simply a number on a page. The wage inequality between positions is insulting. For some reason the electrical product supply industry in general has had an issue with compensating counter/inside sales reps vs other positions and Rexel is no different. For what a counter/inside sales rep has to know to proficiently do their job is incredible. They have to know about everything we sell plus be the face of the company. You can not bring someone in off the streets and expect them to do this job without any prior knowledge. This takes years to acquire. What's frustrating is this wage inequality extends itself to same positions within the same locations. Doesn't matter how much industry experience or what your metrics are, once you are brought on at a certain wage expect standard cost of living increases regardless of your performance. If a counterpart is making 15-20% more than you for no reason, that does not matter in managements eyes and they would rather see you go elsewhere than pay a fair salary. Your are expendable.

Explore other reviews about Rexel Group

5.0
Feb 2, 2026
Recommend
CEO approval
Business Outlook

Pros

Good pay Benefits Clear vision Personal time

Cons

Opportunity for advancement Yearly pay raises

2.0
Jul 2, 2026
Recommend
CEO approval
Business Outlook

Pros

Decent company benefits and strong talent at the branch and sales level.

Cons

Gulf regional leadership is not effectively supporting the revenue-producing teams closest to the customer. What often presents as process, training, or accountability instead creates confusion, frustration, and reporting burden for branches and salespeople. When metrics become the focus instead of the support system, they inundate the field with activity, hinder execution, and create friction instead of progress. The company has talented salespeople, branch leaders, and field operators who understand the customers, markets, systems, and daily operating reality, but too many are underutilized while gaps are protected or explained away. That is how performance declines quietly: strong employees disengage, honest feedback gets filtered, and the company starts mistaking activity for execution. This is not a branch-level talent problem; it is a Gulf regional execution problem.

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