Apr 1, 2026
Verizon reviews
3.6
60% would recommend to a friend
Dan Schulman
24% approve of CEO
43% positive business outlook
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2.0
Apr 1, 2026
Promotion potential exists, but pay and quotas are tough
Current employee, more than 5 years
Tampa, FL
Recommend
CEO approval
Business Outlook
Pros
The pros are if you stay in the company long enough you will get promoted. You will see leaders that are not fit for the position, but will tell you they applied 4 times till they finally got it. Benefits are also good!
Cons
Pay is horrible for the position. The sale is more of a lying tactic to get the customer to order things that he will later not need. Hybrid is bad as well, as you get less work done with all the in person meetings. Quotas get stretched, and every month is basically a new start to your quota, so you will have to work hard for every penny of a low paying job. Also they prefer in sales if you relocate, managers dont make that much compared to you as well as the team never is fully at quota.
1.0
Mar 31, 2026
Recommend
CEO approval
Business Outlook
Pros
Working at Verizon as a retail store manager was one of the most disappointing experiences of my career. Leadership was extremely unprofessional, HR was not supportive, and there was very little transparency around promotions or career growth. It often felt like promotions were based more on favoritism and politics than actual performance or results. If you were not constantly agreeing with upper management, it seemed nearly impossible to move up, no matter how hard you worked or how strong your numbers were. Morale was low because there was a lack of trust in leadership, and many employees felt that certain people were being treated differently behind the scenes. Eventually, serious issues within management came to light and several people were let go, which only confirmed many of the concerns employees had been raising for a long time. Overall, the environment felt toxic, stressful, and unfair. I would not recommend this company to anyone looking for a workplace with integrity, professionalism, or real opportunities for advancement.
Cons
Poor communication between upper management, HR, and store leadership Promotions often appeared to be based on favoritism rather than performance Lack of transparency around advancement opportunities Inconsistent leadership and accountability across districts Low employee morale due to office politics and distrust HR was not viewed as a neutral or supportive resource High stress environment with little recognition for strong performers Frequent turnover made it difficult to build stable teams Employees often felt unheard when raising concerns Toxic culture in some areas of leadership
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