B2B Trust Reviews in Toronto, ON, Canada Area

Former Employee – worked at B2B Trust as a contractor for less than a year

Pros – No Stress at work, good employee, good managers, peaceful environment

Cons – No one managing workforce, sometime you have to do work, sometime you get bored. Average salary. No infrastructure

Advice to Senior Management – Have to see some people, that dont have any work.

Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company

Former Employee – worked at B2B Trust as a contractor for less than a year

Pros – They specialize in Investment Financing, Mortgages and Self Directed Lending Product so someone who wants to gain expertise in these field have lot of opportunity to learn about these products.

Cons – As they have very limited product portfolio, you can only learn so much and due to their hiring policy (mostly contracts), the continuity of your work is not guaranteed even if you think that you deserve to get a chance to be hired even after completing 2 or 3 contracts.

Advice to Senior Management – Brush up your hiring and continuity policy towards hiring as every time you hire contract staff you are spending thousand in training and then letting them go after few month and then again doing the same the next year. Have you ever figured out how much you are losing by letting go your trained staff and then retraining the new hire.

No, I would not recommend this company to a friend

Current Employee – been working at B2B Trust full-time for more than 3 years

Pros – The company sponsors softball/volleyball/ultimate frisbee teams.
There are usually at least 2 parties a year and they are always fun.
The vacation policy is better than most companies (3 weeks to start).
Casual dress code and non-professional work environment.

Cons – Politics, politics, politics.
People getting laid off every week (or seemingly every week) since the acquisition of AGF and MRS.
Restrictions on how you can take your vacation days (eg: you need to take "blocks" of 5 days together). - this however only applies to those at the bottom of the ladder.
Poor mid management - some Senior Managers don't seem to know how to do their jobs and spend more time gossiping/intimidating people than actually fostering a productive environment.
There seems to be more Senior Managers/AVPs/VPs than necessary.
The salaries seem to be on the lower end of the spectrum.

Advice to Senior Management – Allow staff to have input in decisions made.
Explain all decisions clearly and remove the "gossip" culture.
Get rid of dead weight managers who collect a fat paycheck and do less than their staff.
Increase salaries.

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

Current Employee – been working at B2B Trust as a contractor for less than a year

Pros – Full time colleagues are knowledgable.

Cons – Senior manager frequently give people a hard time or warning for being late (even for just 1 or 2 minutes) but not to people who go to break or lunch early and come back late.

Advice to Senior Management – Should not just keep hiring contract staff, and should increase the salary range. It's lower than the average on the market.

No, I would not recommend this company to a friend – I'm optimistic about the outlook for this company

Former Employee – worked at B2B Trust

Pros – Most middle to lower level employees are working hard, with genuine intent to improve things. They cooperate as much as possible.
The President does his best to communicate with employees in a broad-based way, and strives to appear approachable and sympathetic.
He sponsors "appreciation" events and will single out hard working employees for their accomplishments, publically applauding them.

Cons – Limited resources make it tricky for employees to become really modern and efficient. The Bank's IT policies tie many hands that would like to improve things.

Few documented processes and procedures make things very unclear how to proceed. Most people rely on memory and experience for most jobs. When a person leaves, a big hole opens up. When something new is asked for, nobody knows how to go about it.

Backroom decision making creates a common phrase "When was that decided? Who said that?" Gossip becomes the most common way employees find out about changes.

Advice to Senior Management – The President demands superior perfomance which is sometimes responded to by cutting corners for the sake of speed, largely because the executives cannot spare the time to become fully versed in the problems at hand. When things go wrong - finger pointing and CYA behaviour starts.

Many decisions are made in backroom environments, late night discussions, not very transparent at all. Rationale is almost never explained. This erodes morale because people like to know why they are doing things. Many of the execs are poor at communicating to their staff.