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      TriNet

      Engaged Employer

      TriNet reviews

      3.4

      51% would recommend to a friend

      (365 total reviews)
      avatar

      Mike Simonds

      60% approve of CEO

      41% positive business outlook

      Ratings by demographic groups

      Reviews by job title

      365 reviews

      Reviews about "Compensation"

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      2.0
      Feb 4, 2016

      Distribution Coordinator

      Distribution coordinator
      Recommend
      CEO approval
      Business Outlook

      Pros

      The workload may be high but the work itself is very simple Very nice on-site amenities - 24 hour gym, free coffee, meals are sometimes provided on busy days

      Cons

      Oftentimes a stressful and high volume work environment (Tuesday-Thursday) The work stations/tasks are mind numbing and repetitive. Employees should expect to stay late at least twice weekly due to unreliable machinery or a high work volume. If you've ever done a group project in high school or college where one or two people in a group end up doing 80% of the work you'll know what to expect from the work culture in the distribution department. A failure of management is allowing half of the department to camp the easiest stations indefinitely. Despite what you're told during on-boarding the opportunities for advancement are few. Historically, an extremely small number of employees that started in distribution have advanced out of it. This is partially because, inter-departmentally, the distribution team is seen as incompetent and full of low caliber employees. Department is perpetually under scrutiny for poor performance.

      avatar
      TriNet Response
      10y
      We are glad you appreciated the generous assortment of worksite amenities we provide. It’s all part of our efforts to nurture a caring and healthy environment (best place to work!) for all of our employees. However, we regret that you didn’t avail yourself of the opportunity to bring your concerns to your management team and/or your HR Business Partner. We encourage employees to do so – again, part of that caring environment we foster. That is how management learns what is going well, and what needs improvement. For example, in response to things we’ve learned about our Distribution Center, we have recently made many improvements you would appreciate. All team members are now being cross-trained so that they are able to complete the full variety of tasks in the department. Each coordinator now enjoys his or her own dedicated workstation. Machines are being serviced more frequently than before. And many more improvements as well. We do thank you for your feedback. As you can see, input like this is most helpful in assuring we maintain a top-notch operation. We appreciate all the work you do and hope that you are seeing the improvements. Always feel free to communicate any further issues with your management team and/or your HR Business Partner.
      2.0
      Jan 12, 2016

      Okay

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Great pay, good benefits when you are a full time permanent employee.

      Cons

      No real training. My manager had me sit and watch another employee for 2 days and then had me go to work. There were things I had to do that I did not know how to do and processes I did not know about.

      avatar
      TriNet Response
      10y
      We appreciate your candor regarding your experience and we regret that you did not avail yourself of the opportunity to address these issues with your immediate manager and/or your HR Business Partner. We are currently creating more training curricula, perhaps in the very area where you felt we were lacking. For example, we now offer what we call Spark! and Ignite! Learning Journeys. Spark! is geared toward people managers and Ignite! is geared toward all company professionals. Both development tracks include a variety of content - beyond just workshops - aligned with the company's strategy and business growth. In addition to the communication and management skills developed in these programs, we do offer training for specific jobs and we do encourage employees to openly address such issues with their immediate managers and/or their HR Business Partners. That way, we can proactively address the issues and give our employees everything they need in order to succeed and be happy at TriNet.
      3.0
      Dec 30, 2015

      Business development

      Business development manager
      Recommend
      CEO approval
      Business Outlook

      Pros

      The company had recently acquired a competitor and was going through anticipated challenges of integration. The culture at that time was up and down at best. My direct report was simply outstanding to work with. Autonomy was an earned privilege. However, once earned, it was exemplary. Unfortunately for TriNet, he too moved on to a competitor. The company focus is on white collar small and medium sized businesses. The vast majority of clientele is defined as small businesses rather than mid-market. The sales process, at least initially, is often driven by benefit offering value (read price and plan richness). It was far from uncommon to have to wage internal battle in order to extend a competitive benefit offering in order to advance the sales process to what the business offering, in theory, is all about: all-encompassing human resource outsourcing. With that said, small businesses are notoriously reticent to embrace human capital strategic plans. This is, of course, why many small businesses stay small. It is also what drives the sales process to be so innately correlated to benefit offering competitiveness. If the benefit offering competitiveness is not clearly evident, there's less than a 5% chance of closing that deal. The moral of the story is that this is a challenging service to sale. Quotas are strictly enforced. That said, a competent and driven professional should succeed annually. In doing so, one can expect to earn between 100k & 150k. Most probably earn closer to 85k to 90k. Just expect bumps and bruises along the way regardless of what tier one would fall within the provided range. They usually only consider recruiting B+ to A players (though would never verbally state anything below A). The service side professionals are top notch. At least when I was there, that is. I expect that to have not changed as it is and integral aspect of the company foundation.

      Cons

      It is difficult to feel like anything but a glorified insurance salesman of health benefits. A successful rep will sell millions of dollars worth of health insurance premiums annually...and not earn a dollar of commission front that. You are only paid commissions based upon the contractual service fee, which is based upon headcount... which is significantly less than what an actual insurance salesman would earn in commissions at that level of insurance premium revenue produced. That is beyond frustrating. That said, the base salary is on the high end for the industry. It was evident to all that executives were positioning the company for an IPO. Shrewd strategic business decisions followed, quite predictably. The company did indeed go public and seems to be doing pretty well. However, the difference between working for a private and a public company need not even be compared. At our regional office, top leadership was abysmal. Soon after I left for greener pastures, the company fired him and a couple of his cronies. I can only imagine this boosted morale and productivity greatly.

      avatar
      TriNet Response
      10y
      Thank you for taking the time to document the pros and cons of TriNet. While benefits are a big selling point of the TriNet offering, our reps are selling TriNet as an all-in-one HR solution to targeted SMB verticals. So they should never feel like insurance salespeople. We hope that you are finding success in your new endeavors.
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