ProBuild

  www.probuild.com
  www.probuild.com
There are newer employer reviews for ProBuild

 

Trim Puller Lead Man

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Supervisor in Houston, TX
Former Employee - Supervisor in Houston, TX

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

Pros

The compensation and benefits offered here are extremely generous.

Cons

To much reactive, unproductive change. ProBuild is quickly evolving into a company that has a revolving door; people leaving as quickly as they come because of mismanagement and lack of care for employees. What was once a company that exhibited care and concern for its workforce is now one that could care less. The best talent is leaving and and new good talent doesn't stick around for long.

Advice to ManagementAdvice

Put manager employees that care about the employees that work in the warehouse and appreaciate their efforts and skills

Doesn't Recommend
Negative Outlook
Disapproves of CEO

96 Other Employee Reviews for ProBuild (View Most Recent)

Sort: Rating Date
  1. 1 person found this helpful  

    Will This Company Turn A Profit ?

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Field Improvement Specialist in Denver, CO
    Former Employee - Field Improvement Specialist in Denver, CO

    I worked at ProBuild full-time (less than an year)

    Pros

    Good employees are the biggest asset of this company. Good ideas by a few knowledgeable people. A company that has deep reserves and a parent company committed to helping this company succeed.

    Cons

    Too many VP's for a company of this size.. The company is very top heavy and there is a division between the Corporate personnel and the field locations. The people at the corporate office can't see the field through the trees. The field feels like it is US vs THEM. There is no commitment to improve and change things. Too much turnover of good employees. Some employees have called it a revolving door employment agency because they bring people in, keep them for a short period of time, let them go, then try to hire them back after they've made changes. Some people have been back and forth several times. people just seem to come and go after a short stay. The company spends the time to hire quality knowledgeable employees, only to let them go. They do this, yet they keep the ones that are incompetent or can't do their jobs. the only reason they are there is because of WHO THEY KNOW, NOT WHAT THEY KNOW. These are the people that are of no value to the company and should be disposed of instead of talented people.There is NO SECURITY or STABILITY. after all, 4 CEO's in 3 yrs! Talk about turnover!

    Advice to ManagementAdvice

    Get your house in order before Fidelity has had enough of pouring money into a bottomless pit. Get rid of the dead weight in the corporate office. Thin down the number of VP's and delegate more authority to the competent people that you have. Make better utilization of the extremely talented personnel pool that you employ. Communicate better with the field and help to erase the US vs THEM stigma that the field employees have. Lets face it, the fat is at the corporate office because the locations are trimmed to the bone. As far as wages, this is not the time to take ADVANTAGE of the economy and not pay employees what they are worth. Management personnel are getting pretty well compared to the field. If it was me, that's where I'd be doing the first trimming to bring this company to profitability.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  2. 3 people found this helpful  

    A huge ship with no captain

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Senior Analyst in Denver, CO
    Former Employee - Senior Analyst in Denver, CO

    I worked at ProBuild full-time (more than an year)

    Pros

    There are those in field and in HQ that do appreciate hard work but the problem is the hard work is never ending.

    Cons

    4 CEOs in 12 months. No strategic plan and the company hasn't ever cashflowed. Current and prior executives have used the parent company of Devonshire Investors (Fidelity) like a bottomless ATM machine burning through billions in invested capital. There is no integration plan to centralize the organization beyond moving jobs to Denver. Operations in the field continues to make decisions that are of 'local' benefit only since no one in leadership will make a stand and offer up the needed human sacrifice, i.e. fire someone for insobordination, and make a stand and move on. Many people, like myself, was promised a plan, a strong financial backing from ownership and the chance to make difference. None ended up being true.

    Advice to ManagementAdvice

    Provide strong, centralized plan and follow through on it. It looks like they're likely to exit many markets over next 6-18 months with lack of business and not being #1 or #2 player in market. They don't have the plan, the leadership or the data systems to compete at a high level abd actually turn a profit. The current talent in the field doesn't have the foresight to see that the company is teetering and close to falling over cliff. Bloated leases that need to be re-evaluated in order to make profitability possible. Utilize the asset base you have in distribution, buying power and the talent that is still there. If you don't want the opinions and ideas of smart employees who didn't grow up or start their careers in a lumberyard then don't go and hire them. You invested heavily in talent you didn't fully utilize to turn the organization around and instead listened to the very short-sighted executives that got you in the spiral of cash burn and lack of margin and profit you are in. Selling lumber isn't that complicated; you don't need to be from the yard and starting pushing a broom at 16 years old to comprehend the business. Too many SVPs and AVPs that can't seee the big picture and only care about how it impacts them. Too many overcompensated VPs making decisions that aren't good for the organization but only good for their local market.

There are newer employer reviews for ProBuild

Work at ProBuild? Share Your Experiences

ProBuild

 
Click to Rate
or

Your response will be removed from the review – this cannot be undone.