Vergleich: Audley Travel vs Scott Dunn BETA

Erfahren Sie, wie Scott Dunn bei Mitarbeiterbewertungen, Stellenangeboten, Befürwortung der Geschäftsführung, Unternehmensperspektive und vielem mehr im Vergleich zu Audley Travel dasteht.

Mitarbeiterbewertungen

Gesamt­bewertung
(nur Mitarbeiter in Vollzeit und Teilzeit)
4,2 
(basierend auf 192 Bewertungen)
3,7 
(basierend auf 38 Bewertungen)
Karriere­chancen
3,7 
3,7 
Vergütung & Benefits
3,9 
3,7 
Work-Life-Balance
3,7 
3,7 
Führungs­ebene
4,0 
3,3 
Kultur & Werte
4,4 
3,7 
Positive Bewertung des CEO
Audley Travel CEO Nick Longman
99%Nick Longman
Scott Dunn CEO Sonia Davies
k. A.Sonia Davies
% empfehlen dies einem Freund
83%
65%
Positive Geschäfts­prognose
59%
65%

Gehälter

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Für dieses Unternehmen liegen keine Gehaltsangaben vor.
Für dieses Unternehmen liegen keine Gehaltsangaben vor.

Was sagen die Mitarbeiter?

Pros
„Audley”(in 57 Bewertungen)
„Fam trips”(in 40 Bewertungen)
Für dieses Unternehmen liegen keine Bewertungen vor.
Kontras
„Long hours”(in 23 Bewertungen)
„Commission structure”(in 12 Bewertungen)
Ausgewählte Bewertung

Akt. Mitarbeiter - Anonymer Mitarbeiter

Ich arbeite bei Audley Travel (Vollzeit)

Pros

Amazing company culture. So laid back and everyone is able to be 100% themselves. They take and action employee feedback seriously and swiftly. For example, In my short time there they've changed the... working hours and increased base salary substantially. Never seen anything like it! Although the job itself is tough, the team spirit and strong management makes coming to work fun and the days go quickly. There is no corporate hierarchy at the company, and everyone is friends with everyone. Company contributes massively to health insurance and we have amazing coverage.Hands down the best place I've ever worked!

Kontras

Base salary is pretty low for Boston. Very little opportunity for salary growth. I think it's something like 7k between starting salary and the top promotion you can get in sales, which feels... stifling. The commission structure makes up for that, but with the ebbs and flows of travel, it can be a little inconsistent and uncomfortable. The company also enforces certain scheduling rules in an effort to give employees work/life balance but the inflexibilities can feel a little like they feel they know what's best for you better than you do. PTO is higher than the national average, yet low for the travel industry (compared against past experience) and compared to what counterparts in the U.K. receive. There is this culture of "fairness" across compensation, time off, special circumstances etc. Seasoned employees/professionals don't want to be paid the same as the recent college grads or newbies etc. No room for negotiation on salary or benefits, so be prepared for that when you get the offer. Sometimes simple asks become uncomfortable or problematic requests that unnecessarily take up the time of higher management and time at the desk. These limitations have also led to the unnecessary feeling of being "stuck" at times when clear solutions are available. The company is currently in the process of launching new countries but doesn't take into consideration the risk this could be to employees, so doesn't offer a higher base or some sort of unique compensation plan until country is fully ramped and selling as expected, and isn't prepared to grow fast enough to bring in leads from the best audience or answer demands of what's being heard on the phone. May not be the case, but it seems as the company grows, the red tape grows thicker.

Rat an das Management

Drop the "fair" idea and recognize that each team/region functions and sells differently and should have a compensation plan to match. More PTO! We've been asking for a while now. We're travelers... and we want the time to travel without rushing through or having to turn down opportunities!! General flexibility with employees on how they spend their time. Reconsider product to sales growth ratio. Be careful of the growing pains and the impact they have on company culture, morale, and the idea of One Team. Consider the creative solutions and the willingness of your workforce to get things done the unconventional way.

Ehem. befristeter Mitarbeiter - Befristeter Mitarbeiter (anonym)

Ich habe bei Scott Dunn gearbeitet ()

Pros

Big team to work with

Kontras

Upper management couldn't care less about you, you're treated as a number that's easily replaced and that's it. Many had issues with pay too, and were refused holiday pay and not permitted to see... their own time sheets

Rat an das Management

Don't screw over your employees

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