Avantages
Good coworkers are the main perk
Inconvénients
OTR likes to mask their extremely low employee retention and their incompetency in leadership through several means: A.) They prefer hiring straight out of college with no true work experience so that new employees don't know how bad the company truly is and can be manipulated easily. B.) They talk a lot about their "fun" work environment to help divert attention from their absurdly low salaries, lack of leadership knowledge, and lack of clear direction for the future. (More on the fun environment later) C.) They use the "OTR Family" con to make employees feel guilty for wanting to leave the company. D.) They make empty promises for promotions and raises, saying that they will work to move employees up but that they want to check back in in 3 months to see improvement. After 3 months, nothing happens and the process begins again. E.) They do not share their vision/direction with their employees (if they even have one?) so no one knows where the company is going or its goals for the future. Leadership meetings are behind closed doors and big decisions/discussions are not shared with teams. Communication from leadership is almost zero. F.) Their employee retention is a huge issue but they hide it by having large hiring classes several times throughout the year. This gives the impression of growth, however, at least 80% of those hiring classes quit/are fired within their first year. When employees leave the company, there are no notices to let coworkers/clients know (again to hide how bad retention is) and it often causes gaps and confusion when you depended on that person who is now gone without explanation. Because the company is understaffed due to employee retention trouble, employees often times then have to work 1.5-2 jobs because coworkers leave and are not replaced appropriately, resulting in most people being overworked. To expand on upper leadership, OTR brought in new Executives at the start of 2022 in hopes of bringing in more knowledgeable leadership, however, the company has taken a nose dive since. Unfortunately, these new Executives came in and wanted to make drastic changes without first learning how OTR operated. As a result, new initiatives/projects (that ultimately became failures) started being pushed onto employees who were already overworked. When these initiatives failed, leadership took no responsibility for pushing projects that were poorly thought out from the start, and the employees were blamed. Several important managers were fired during this campaign to drive fear into employees to do better next time, despite the blame obviously falling on the new Executives. There are obvious Executives who are more responsible than others, one in particular is universally disliked throughout the company and has been an overall failure for OTR, but nothing is being done to address this. These incompetent leaders don't stop at upper management, unfortunately, as OTR promotes people into leadership positions without providing any type of leadership training. Often times, department leaders are only in that position due to seniority, despite having no leadership skills themselves. As a result, departments feel stressed and unsupported constantly. Additionally, do you like having your job performance being judged entirely on contrived daily "KPI's" (a.k.a. you better have 3-4 hours talk time/make 75-100 calls daily) rather than actual outcomes? Well this is the place for you. Quotas are quickly ruining the company as most people can't hit the unrealistic expectations, and leadership will closely be watching to see if you do. Micromanagement is one of the biggest issues plaguing OTR at the moment, and it continues to get worse as more metrics are added to employees while leadership is not held responsible for anything themselves. Failing to hit daily quotas will result in being reprimanded while exceeding expectations is rewarded with either a small "good job" or nothing at all, but never any true incentives. In regard to company culture, OTR loves to push a fun workplace, however, the culture is actually extremely toxic and dangerous. Sales is the obvious "favorite child" in the company while the other departments provide little/no praise and no true incentives. When things aren't going well across the company, brace yourself. Leadership will begin sending companywide emails placing blame on lazy employees and threatening to fire those that don't step up, while the truth is there's probably a market decline across the board for the industry. Leaders yelling/cussing at employees and generating fear for job security (despite employee retention being atrocious) is not uncommon during these industry market declines. But fear not! OTR will blast dubstep all day long, let you practice your golf swing while making your 100 daily calls, and even drink beer on the job, so things are too bad, right? Well actually, the alcohol/drug use that runs rampant and is encouraged by OTR often times creates dangerous circumstances. During the rebranding to OTR Solutions, a favorite quote OTR had on their open bar in the office read, "alcohol is a solution." A great message for their employees. At company events and even just Fridays in the office, employees are drowned in alcohol and then drive home afterward on a regular basis. Need a hook up for more recreational supplements? Just ask your manager, as often times managers will happily sell coworkers drugs, both prescribed and illegal. For example, the first time I ever saw someone snorting cocaine was a coworker at a company event, #memories. Luckily, OTR will turn a blind eye on all of these dangerous habits of their employees because, hey, they're a fun company!