Steve LeVine Entertainment

  www.slentertainment.com
  www.slentertainment.com

Steve LeVine Entertainment Reviews

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Steve LeVine
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  1. 1 person found this helpful  

    Unfair wages will be the death of this company.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee in Scottsdale, AZ
    Former Employee - Anonymous Employee in Scottsdale, AZ

    I worked at Steve LeVine Entertainment full-time (more than an year)

    Pros

    - You will be given big projects with lots of responsibilities at a young age that you might not be trusted with at other companies.
    - Lots of opportunities to get your feet wet in many different areas of the entertainment and nightlife industry
    - DECENT client-base
    - Looks good on a resume
    - Overall good management (except for the CEO)
    - High industry visibility

    Cons

    This is how SLE's horrible company structure works:

    You are brought on as an unpaid intern for 3 months regardless of your past experience or college education. This is pretty standard; however, there are some RARE cases where the internship is shortened or bypassed based on experience and job performance. Don't get too excited though. The next step is the "8-9-10 program" which is yet another way for Steve to get cheap labor out of his usually more-than qualified employees. Broken down, in the 8-9-10 program you work for $8/hr for at least 30 days at which point you have the "opportunity" to schedule a performance review with your department manager in hopes of being promoted to $9/hr. This process is then repeated for a minimum of another 30 days until you get promoted to $10/hr. After going through the 8-9-10 program for a MINIMUM of 90 days (it usually takes longer than this for most people) you get to "negotiate a salary" with Steve if HE thinks your ready. (What this really means is if HE can AFFORD to pay you a LITTLE more.) Again, don't get your hopes up... Steve will make you a "FIRM" salary offer in the low-to-mid 20's so you will be making 11-12$/hr at this point with NO benefits. If you're still around by this point, congratulations, because you have managed to live off basically minimum wage for a MINIMUM of 6 months (usually more). This is why most people have quit by this point, because NO ONE can afford to work for these wages without a supportive family or a 2nd job. But where are you going to find time for a 2nd job when you're already working 40+ hours a week? (usually more than 40 hours and on nights and weekends because after all, you are working in nightlife). Also, forgot to mention that SLE doesn't provide you with a computer so you have to do all your work on your personal laptop.

    As a result to this tedious unfair advancement structure, SLE constantly cycles through GREAT, hardworking employees who are forced to leave simply because they can't afford the wages and the time commitment, and because they know that the quality of work that they produce is worth at last a FAIR wage. This forces management to deal with the arduous process of training new employees at all times which consequently affects productivity, work quality, client relations and the overall growth of the company.

    SLE cons broken down:
    - Horrible, impossible-to-survive-on wages
    - Horrible employee retention: less than 1 year
    - No benefits
    - No computer provided (you have to use your personal laptop)
    - You work on many nights, weekends and holidays (which is unpaid if on salary)
    - CEO doesn't listen to/trust his management
    - Unrealistic "business development" expectations from all employees

    Advice to ManagementAdvice

    I worked with some amazing people at SLE who were not only extremely hard workers, but they were truly talented at their positions. With this current structure, SLE will never be a successful company because successful companies are comprised of great employees and all of SLE's great employee's leave because of the unfair wages and because they know that they're worth/deserve more. Currently SLE is failing and it's all as a result to the unfair compensation that ultimately leads to NO employee retention.

    Steve needs to completely ditch his 8-9-10 BS structure and strip his company down to ONLY the essential people. We're talking a downsizing from about 30 employees down to 10-ish. He then needs to use the money he will be saving in payroll to pay the essential employees a fair, attractive wage that will motivate them to not only stay at SLE but to work their asses off in order to progress the company through the current slump that it's in.

    Lastly, Steve tries to do too much with his company. SLE's alleged service offerings are: "event planning, marketing, graphic design, talent booking (DJ and Bands), public relations, production, web design, video production, promotions, ticketing, advertising" and even more... Granted, they do provide all of these services but at a sub-par quality for most of them. Steve needs to focus on what made SLE - the core services which are; event planning, talent booking, and public relations. SLE needs to refine and perfect these core services to truly become masters at them so they can eventually become leaders in the industry to ultimately deliver raving service and an extraordinary product to every client.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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Additional Info

Unlock Profile
Website www.slentertainment.com
Headquarters Scottsdale, AZ
Size 6 to 15 Employees
Founded Unknown
Type Company - Public
Industry Business Services
Revenue Less than $1 million (USD) per year
Competitors Unknown

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