Go Rentals reviews about "hour"

Hours were very long. Not 8-5 Understaffed Poor management Not much pay for working so many hours

Long hours. Horrible pay. Terrible working conditions.

The commissions and bonuses were always too hard to obtain. Base pay was not enough for the amount of hours and work put in. They really tried to dangle the idea of making more money through sales, but made things out of reach.

Pay is dependent on where you live. Aspen is seasonal so winter season is great money. The offseason is a struggle. Sometimes long hours.

The hours as an Area Manager can be tough, but the experiences make up for it.

Management just does not care about hourly employees. Simply said. The way management talks and treats hourly employees is atrocious. It may be isolated to the location I worked at. Upper management simply does not care about anything that doesn't have to do with having more money in their pockets unfortunately. They will talk to you, tell you they care about you, then turn around and slight you, take money out of your pocket, etc. This company was recently acquired by Red Bird Capital, and got a contract with Signature Aviation. You would think this would benefit everyone, wrong. Significant lay offs, hours cut, commission structure obliterated, and bonuses eliminated for hourly employees in place of a $3/hour raise (see hours cut). Additionally, the company does not match 401k, and also went from fully covering your health care, to only covering half, this takes $50-$63 from every paycheck, combine this with every other pay cut implemented.

-Management is utterly incompetent. The vast majority of management has never worked at the customer service level within this company and has a very limited understanding of how things operate. They are constantly throwing out new ideas with little logic behind them, just hoping that something will stick and be marginally effective. You will frequently be given direction that contradicts directions you were given before. You will be reprimanded and disciplined when something goes wrong, regardless of whether the issue was a direct result of instructions you were given. Management will give you direction that makes zero sense from a business standpoint (ex: lowering rental rates with the goal of generating more rentals with zero evidence that doing so will actually result in increased rentals, you will then be blamed for the decrease in revenue). Location and regional management will completely ignore revenue generation in lieu of hitting pointless metrics that lead to them receiving a larger bonus. Upper management does not care about customer or partner satisfaction unless it involves a potential client that they are actively trying to win a large amount of business from. Upper management largely ignores the job performance of lower management, but will jump at the opportunity to terminate someone for personal reasons. -Many locations are very slow, or have very slow seasons. Location-level employees have little control over business generation. Since commission is part of employee compensation, this frequently results in low commission payouts -Commission is painfully low. 0.35% - 0.5% of revenue, depending on position. This means that at a location generating $100k/month (average for the company), you will only earn $350 - $500 in commissions. Meanwhile, the company will pay hotel concierges 10%-20% for any business they send your way. This means that a concierge can easily earn more for a single rental than you do in an entire month, and you will have to personally deliver the commission checks to those concierges. -Detailers make no commission whatsoever while doing all of the physical work for rentals -Sick time is accrued at a rate of approximately 80 hours/year while working full-time, but the company will limit the amount you can use to whatever state/local law allows. For example, in California, the company will limit you to 5 sick days/year. This means that you will constantly be accruing more sick pay than you can use, and the limit resets at the beginning of every calendar year. This creates an environment where employees will use the remainder of their allowable sick days at the end of the year, because if they don't, they effectively lose that sick time. It also leads employees to regularly come in to work sick because they are not allowed to use more sick time, regardless of how much they may have accrued. I got sick more during my time with Go Rentals than at any other company I've worked for because people were constantly coming in sick. -Pay in general is low. The company touts "Five-Star Service", expecting customer service to be on par with that of a 5-star hotel, but they do not want to pay for it. You can easily make more money flipping burgers at In-N-Out. -The company does not give regular raises. One time, our district manager said to us verbatim, "cost-of-living raises don't exist". At the time of my departure from Go Rentals, no one at my location had received a raise in two years. Not only that, but from August 2024 - January 2025, we actually received 3 consecutive pay cuts. On top of all that, the last raise we received two years earlier was intended to offset a change in commission structure that resulted in drastically lower commissions. -There will be times management asks you to do things that are flat-out unsafe or illegal. The most common examples are 1) driving a car to Pep Boys for tire repair when the tire has a nail in the tread or a sidewall bulge; and 2) delivering vehicles to customers at the airport terminal even though the company is not legally permitted to do so. I personally experienced a tire blowout on the freeway due to management requiring me to drive a vehicle with a visibly damaged tire, and I received numerous tickets from traffic enforcement officers at the terminal.

Bad management, bad pay, bad hours. Would not recommend

This job expects you to take full ownership of a location, operations, customer experience, logistics all while being paid well below what that level of responsibility should command. Long hours, last-minute changes, and constant pressure are the norm, but there’s no real incentive structure or support to match it. The biggest issue is leadership at the regional level. There’s a clear and consistent disconnect between what is expected of frontline employees and what leadership actually seems to understand about the job. Decisions and directives often ignore staffing realities and day-to-day workflow, which leads to unnecessary stress and inefficient operations. There’s also an excessive focus on appearance and optics, while real operational and safety concerns take repeated escalation before they’re even acknowledged. Issues that should be handled immediately end up lingering far longer than they should, which says a lot about priorities. Communication is top-down and reactive. Instead of collaboration or problem-solving, it often feels like directives are handed down without much thought to how they impact the people actually doing the work. You’re expected to figure it out, regardless of whether the situation makes sense. Morale takes a hit quickly in this environment. Good employees are asked to do more and more with little return, while leadership behavior that wouldn’t be tolerated in most workplaces is allowed to continue. It ends up feeling like the people making the worst decisions are the ones staying and advancing, while the people actually doing the work burn out or leave.