Hertz

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Hertz Reviews

Updated August 10, 2014
Updated August 10, 2014
1,724 Reviews

3.5
1,724 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
Hertz Chairman and CEO Mark P. Frissora
Mark P. Frissora
1,209 Ratings

Review Highlights

Pros
  • The environment is fast-paced, high energy and the management team here in the St (in 60 reviews)

  • There is a lot of opportunity for advancement in a short amount of time here at hertz (in 24 reviews)


Cons
  • sometimes there are long hours but also can be a pro due to company being busy (in 255 reviews)

  • It's to the point that a "Work/Life Balance" initiative is being put into place by our Area Manager (in 76 reviews)

More Highlights

274 Employee Reviews Back to all reviews

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  1. 7 people found this helpful  

    Constant pressure to sell. Grow or Go Home!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Manager Associate  in  Newnan, GA
    Former Employee - Manager Associate in Newnan, GA

    Pros

    Hertz is HUGE! Wherever you want to work, in the country, in the WORLD; Hertz is there.. In fact, most, if not all people who "make it" at Hertz full-time, to move upwards in the company, must be willing to travel, relocate, or both! It seems that if you stay at one place at Hertz, you will not last long. Most of the resumes I saw, showed upper level management relocating at least three times in their career.

    Cons

    At the lower levels of Management, and I suspect at the higher levels of management, there is a constant, constant, constant pressure to SELL, SELL, SELL! supplemental insurance, pre-purchase gas, and the Loss Damage Waiver. In fact, (on the Eastern Coast, at least), if you don't sell at least 8 Dollars per transaction retail and at least 3 dollars replacement, your job is threatened. Very rarely, do you hear the phrase "good job", but you are constantly bombarded with phrases like "this concerns me" or "grow or go home". Emphasis is placed on numbers, and not on consistency.

    I get it.. On average, if you ask for the sale EVERY TIME, you'll get, on average, 10 percent who will say "Yes". More likely than not, the sale is not being asked for EVERY TIME, and thus, the problem. What I hated was the fact that the inconsistency wasn't addressed; which in my opinion, was the origin of the problem. Instead, upper management turned a blind eye to "creative solutions", such as revenue dilution and other practices that blatantly go against company policy. Their philosophy seems to be "ignorance is bliss".

    Their other philosophy seems to be that Sales Cures ALL! You get a lot of praises when your numbers look good, despite how you got those numbers. That's because at the Area Manager level or above, numbers mean everything! You get free meals, tickets to the Braves Games, lots of "Thank you's" and appreciation, also, you get left alone! Which is awesome in this business! You get to do whatever you want to do. Nobody questions you, or asks why you did what you did. When you are on top, and the numbers look good, everybody's happy.

    So, Branch Managers look for ways to "cook the books". There were several different ways to "cheat" the system, to their favor. Things such as fake upgrades (inputting a cheaper price, then making it look like the customer was upgraded, when in fact, he/she wasn't), telling the customer that a price was contingent on buying LDW (Loss Damage Waiver) or FPO (Fuel Purchase Option). My favorite technique that EVERYBODY (Above 4 Dollars Replacement) used, but nobody talked about, involved the HLES system, which was used for Insurance replacement. A lot of people put in a very cheap price, usually around $10.00 a day, and added on LDW or PLDW, to make the final price around 25-30/day. That way, the employee gets credit for the upgraded sale.

    The overall philosophy of the employees at my level was "there are hundreds of transactions every day, they can't catch them all". Everybody had a "scheme", that the Branch Managers and Area Managers knew about, and taught. In short, if you wanted to keep your job as a Branch Manager, you had best find a "creative" way to sell, and teach your Associates to do the same. And before anyone catches on to what you were doing, you had best look for a job moving up or around in the company, because if you don't, you will eventually get caught.

    BTW.. the ONLY reason Enterprise isn't listed on the glassdoor "10 worst companies to work for" 2012 - 2013, is because it's privately held. I drank a few beers with some Enterprise associates, and they commiserated the same stories to me.

    Advice to ManagementAdvice

    This is a Hundred year old business! Relax! Over the years, Hertz and other companies like it, have found the formula for success. The recipe is there. I get that the numbers mean everything to the share holders, and to your job security, which is why you emphasize them so much, but the reasons your numbers aren't there isn't because your people are lazy and need replacing; it's because your people are inconsistent. Use positive reinforcement more. Stop threatening people's jobs, because, (in the immortal words of OfficeSpace); "That will make someone work just enough, not to get fired!". Also, as a result, your best people will leave you for "cleaner" pastures (those with less, um...... Male Cow Waste, or Worm Castings)... (Can't say what I wanted to say, because glassdoor considers that swearing.. go figure..) People should work with you because they WANT to, not because they HAVE to.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  2. 8 people found this helpful  

    Exhausting and stressful

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

    Pros

    Free car, gas, and insurance if you make it to Branch Manager. Great experiences dealing with the customers that are polite and respectful as well as the vast majority of employees are agreeable and friendly.

    Cons

    -Extremely long hours. Not uncommon for Branch Managers (BMs) to work from 7am - 7pm several days a week and potentially work Saturday shifts as well with no overtime for any of it because you are salaried.
    -EXTREMELY high stress; run yourself and your employees ragged literally all over the city to get cars for accounts and customers all while having a seemingly endless number of tedious reports and back office procedures that have completed by the end of every day (hence why BMs often stay late).
    -Fluctuating to non-existent incentive pay (even when it was clearly earned according to the plan they provided) and absolutely zero explanation or communication as to why. Positions below BMs can receive monthly incentives as well but the values that they have to acquire to make any real gains from these are for the most part ludicrous.
    -Strictly negative reinforcement. Meet their (lofty) goals or you're written up and fired.
    -Upper management completely out of touch with day to day operations of a branch. Increasingly impose new mandates and rules that must be adhered to often times in complete opposition to the way things need to be done to get through the day.
    -Dealing with the half of customers that are not polite and/or respectful.

    Advice to ManagementAdvice

    I have worked for this company for over 7 years, and for the first few years it was a great experience. However, seemingly since the company became publicly traded, the experience has devolved into something I would not wish on my worst enemy. The company has shifted from focus on customer service and employee satisfaction to straight up money grinding. No thought or care is given at any point to the well being of its employees. The top tiers of this company consistently get huge raises while their frontline employees struggle to make ends meet living paycheck to paycheck. Concern for the well being of your employees should be paramount. Of course the company needs to make money, but it does not need to do so on the broken backs and crushed spirits of its people. Quite frankly upper management should be ashamed of themselves for the levels of stress, long hours, and low pay you saddle your employees with. One of the company's mottos implies that Hertz sets itself apart from its competition by the quality of people it employs. While I whole heartedly agree that Hertz' staff is far more personable and far less devious than some of its competition, it is abundantly clear that the company could care less about retaining those employees over the long term. Minimize the tedious work loads of extra reports to help reduce stress and help your vigorously hard working employees by paying them accordingly so they don't feel under appreciated. You NEED good employees to keep customers and bring in new ones. Show your people that you understand this by compensating them accordingly; whether by cost of living increases in base pay or merely providing them the incentives YOU promised them in a timely fashion.
    Employee morale needs a needs a shot in the arm.

    However, I'm quite certain none of them will read this "advice" anyway because I am also quite certain that none of them care.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  3. 3 people found this helpful  

    There is a reason Enterprise is killing Hertz

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Branch Manager Trainee  in  Dallas, TX
    Current Employee - Branch Manager Trainee in Dallas, TX

    Pros

    Good people. I absolutely love the people I work with. The stores bond up and work together due to lack of support from the higher ups.

    Cons

    total lack of actual training. Just regurgitation of corporate buzz words and wooden sales methods. Burger flipper money. 60 hour work weeks. The HLEs are treated like the red headed step child of the company and often cut off from the airport when they need vehicles to fill reservations.

    Advice to ManagementAdvice

    more training will reduce insane turnover

    Doesn't Recommend
    Negative Outlook
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  5. 2 people found this helpful  

    Not a good company to work for (DTAG Division)

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

    Pros

    DTAG Division is in process of acquiring Hertz corporate culture. Hopefully will improve employee morale.

    Cons

    Preferencial treatment from management to certain employees. No respect toward customers from management. No work-life balance.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  6. 2 people found this helpful  

    Lack of care for Employees

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

    Pros

    The best thing about working for hertz is the co-workers. Everyone tries to have a positive attitude and we all keep each other going. Other than each other, the other thing is the benefits. We have great health insurance with a Health Reimbursement Account, you also start out what time off. Vacation and personal days as well as plenty of sick days

    Cons

    The company does not have a good culture, it seems as if its all about making money. No one cares about the well being of employees. You have to take write up's for things you didn't do. Upper management does not know what they are doing, some of them don't even know workers names.

    Advice to ManagementAdvice

    Think about employees and the fact that they are taking care of customers. Management should treat employees like customers and make them feel appreciated.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  7. 2 people found this helpful  

    Low pay, high stress and no opportunities.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Emergency Roadside Agent  in  Oklahoma City, OK
    Current Employee - Emergency Roadside Agent in Oklahoma City, OK

    Pros

    HR and Supervisors(TPLs) will work with you on numerous issues, but you have to make sure you have all your paperwork in line. Employees are generally nice and empathetic.

    Cons

    Low compensation for work required and raises do not keep up with inflation. Mandatory overtime due to bad hiring practices. They will increase your work load without increasing your pay. Benefits and incentives are comically bad. No back-up systems for system outages. Cares more about metrics than customers. Management seems impervious to change. Requires a bachelors to become a supervisor, meaning that merit is not rewarded. Paid Time Off is subject to approval, it can also be cancelled at a whim. Most people quit within in their first 6 months.

    Advice to ManagementAdvice

    Compensate your employees appropriately and they will stay. Stop rewarding seniority and reward merit. Stop adding processes to systems that currently work. Get rid of your CEO and most of your upper management, find some talent to replace them. Make sure that the product works. Stop removing customer and employee incentives. There are so many things that could change, but like I said in the "Cons" section...

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  8. 1 person found this helpful  

    WOW

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee  in  Orlando, FL
    Current Employee - Anonymous Employee in Orlando, FL

    Pros

    Good group of CSR's at Orlando location
    CSR's make good money

    Cons

    Some of the location managers are good and some aren't
    Aren't always truthful to customer

    Advice to ManagementAdvice

    Go back to the days when customer service was #1 priority.

    Doesn't Recommend
    No opinion of CEO
  9. 1 person found this helpful  

    Unorganized Leadership

    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    Pros

    Great deals on car rentals

    Cons

    Pay and leadership is lacking

  10. 5 people found this helpful  

    The money has gotten funny.

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

    Pros

    Starting MT pay is higher of all rental car companies. You get paid to sell optional services. The better you sell, the more money you make.

    Cons

    The board does what ever it takes to make the stock look good. This includes paying bonuses late. I have bought toilet paper from home before because all spending was cut off. I see a cash flow problem. I was a huge Hertz promoter until my bonus checks stoped. Now no one can tell us when they will start. I no longer would recommend this company to a friend to work for.

    Advice to ManagementAdvice

    Your employees are your greatest asset. I have no problem working long hours with little help. I do see a problem with not being paid our commission or bonuses on time. Get HR ready because they are going to be busy replacing your non paid employees when they leave for financial reasons. I am surprised this hasn't hit the media yet.

    Disapproves of CEO
  11. 4 people found this helpful  

    No work-life balance

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Senior Branch Manager  in  Atlanta, GA
    Former Employee - Senior Branch Manager in Atlanta, GA

    Pros

    Good health benefits and 401k

    Cons

    No work-life balance cause you will work 55-60hrs/week, unrealistic sales goals set, bonuses are rarely paid out in a timely manner and when they are it is always less than what they told you it was going to be, the company has "cut expenses" so now certain branches don't even have the means to get oil changes, car washes done, buy basic supplies for the office. Vehicles generally have at least 50k miles on them and are in rough shape, yet when we get a bad review re: the quality of our vehicle we get penalized.
    When you get you become a branch manager you are salaried, which means an actual pay cut b/c you don't get paid OT, but you're still working 60 hrs/wk (which breaks down to ~$11/hr)

    Advice to ManagementAdvice

    Try to actually care about your employees, give them more support, re-think the pay scale (taking a pay cut as you get promoted makes no sense to me), be present, actually come in and run a branch every now and again so you see what your employees deal with on a daily basis

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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