Henry Schein


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5 days ago

Marketing Manager

Henry Schein Melville, NY

Implements business plans in cooperation with internal and supplier staff.Develops comprehensive annual business plans for assigned Exclusive… Ivy Exec

5 days ago

Project Manager

Henry Schein American Fork, UT

. Manages day-to-day operational aspects of a project or scope. Reviews deliverables prepared by team. Effectively applies methodology and enforces… Ivy Exec

7 days ago

Sales Intern

Henry Schein Needham, MA

& ACCOUNTABILITIES: Conducts face to face calls on 30 to 40 offices per day to discuss educational programs and technology offering. Attends all… Glassdoor

7 days ago

IT & Finance Intern

Henry Schein Melville, NY

listed above, all positions are also responsible for: Meeting company standards pertaining to quantity and quality of work performed on an ongoing… Glassdoor

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Henry Schein Chairman, President, and CEO Stanley M. Bergman
Stanley M. Bergman
100 Ratings

    Marketing Manager

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Marketing Manager
    Current Employee - Marketing Manager

    I have been working at Henry Schein full-time (more than an year)


    Very stable company with great benefits and understanding of a good work/life balance.


    Low pay for such a huge responsibility. Little room for growth. Management does not stay current with marketing trends and is hesitant to change. Growth in both pay and title only come with time and are not at all associated with quality or performance.

    This is a stock driven organization. You will never get the budget you need to continually produce the profit growth corporate is asking for. There is no strategic direction for the product sets (software).

    They do not fire anyone (this may look like a Pro, but just wait) you will always have a job if you continue to show up, breath, and complete you work at a menial level. The problem is strong performance isn't recognized or rewarded so strong performers leave. Low performers stay because not much is required and the job is stable.... the company slowly grows less competent as its best employees leave and its lower performers stay.

    Advice to ManagementAdvice

    Reward your employees according to their quality of work and according to their workload.

    Positive Outlook
    Disapproves of CEO

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