Graybar Electric

Graybar Electric Jobs & Careers in Saint Louis, MO

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30+ days ago

Technical Specialist - Industrial Automation

Graybar Saint Louis, MO

Support the sales of high tech automation and control products; work with branch personnel to identify opportunities for products to satisfy customer…

7 days ago

Project Manager

Graybar Clayton, MO

Lead critical change initiatives; ensuring initiatives are positioned for success through application of critical project management skills…

8 days ago

Senior Internal Auditor

Graybar Clayton, MO

* Assist with the validation and documentation of the Company's internal controls. * Perform detailed audit procedures including reviewing…

30+ days ago

Inventory Planner

Graybar Bel-Ridge, MO

Purchase stock material to meet customer requirements, obtain maximum cost savings, and manage inventory investment to meet Company guidelines…

30+ days ago

Leadership Development Specialist

Graybar Maryland Heights, MO

* Work collaboratively with senior management to understand business needs and talent changes; create and manage development programs to support…

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Graybar Electric Reviews

96 Reviews
96 Reviews
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Graybar Electric Chairman, President and CEO Kathleen M. Mazzarella
Kathleen M. Mazzarella
35 Ratings

    The best case of how fitting in with the corporate culture determines your success with an employer.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Collection Assistant in Saint Louis, MO
    Former Employee - Collection Assistant in Saint Louis, MO

    I worked at Graybar Electric full-time (more than 3 years)


    Very low employee cost for health insurance
    Working hours; I was never required to work overtime or weekends, but that was mainly due to the fact that my position involved business-to-business contacts


    Very low salaries and the company uses profit sharing and pension as backup for paying less.
    Ultra-conservative corporate culture that includes non-existent ongoing training, thus not addressing "training issues" by not holding branch staff accountable for their actions.
    If you don't get on management's good side to start, forget it. I was denied a promotion despite earning "Exceeds Expectations" on a performance review simply because my Director of Finance refused to grant it. At the same time, an employee transferring from one team to another within our department got a promotion before even working in the new team and exceeding its expectations, which are quantified and more stringent.
    Absolutely no trust in its employees. As a collections agent my daily contacts by phone and e-mail were tracked by management and used in performance evaluation. Other employers I interviewed at during my period of extreme dissatisfaction with Graybar never spoke of such thing. We were also monitored closely by our supervisors who sat at our desk and observed our work for half a work day roughly once a quarter. If you are making it a call center-like environment, don't use "general office environment" in the job description. Oh, and this action also takes up their time that could be used to attend to things that front-line employees don't have the authority for.

    Advice to ManagementAdvice

    "Doing more with less" doesn't work. When the company began making changes using this statement as backup, it just became more cutthroat, with no cooperation among employees throughout and with no regard to how their actions affected other employees. Don't assume that because the company continues to be profitable that nothing needs to change.

    Doesn't Recommend
    Positive Outlook
    No opinion of CEO

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