There are newer employer reviews for TD Auto Finance

 

Revolving door

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

I have been working at TD Auto Finance

Pros

The end of your shift is always something to look forward to. Employment-at-will. You can leave once you get a better job offer or if you suddenly become rich. They offer a good amount of vacation time.

Cons

Corporate sends all these emails about how much money the company makes but no one gets a decent raise in that place. Insurance premiums soak up whatever raise you're going to get. So you end up taking home even less money than you did before the raise. Its always about office politics. Employees can get away with not doing their job and even be promoted as long as they kiss up to the right people. The facts don't necessarily matter when it comes to your employee evaluations just your supervisor's perception or what some other supervisor tells him or her about you.

Advice to ManagementAdvice

Give decent raises and stop promoting lazy employees just because they kiss up to you.

Doesn't Recommend

34 Other Employee Reviews for TD Auto Finance (View Most Recent)

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  1.  

    My time with this company is coming to an end.

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

    I have been working at TD Auto Finance full-time for more than 3 years

    Pros

    The office is in a convenient location. They still serve hot popcorn every afternoon for free. It's a growing company. They have all the money.

    Cons

    - Typical glass ceiling organization. All of the executives are white men. Women and minorities are nonexistent in these roles.
    - The complaint policy drives down employee morale. Anytime the customer says anything negative about you, it can translate to a complaint being filed against you whether it's true or not.
    - Nepotism is a major problem. You have to be a part of the sorority in order to get ahead.
    - Certain managers and team leads spend a lot of time goofing off but they hold their employees to a much higher standard.
    - The pay structure is really low. If you get a raise, don't expect a big one. Same thing applies with the bonus structure.
    - The equipment in the office is inadequate. Five departments have to share one printer.
    - Many of the positions require candidates to have a Bachelor's degree for jobs that pay well under $30,000 a year.

    Advice to ManagementAdvice

    There's a major PR spin that goes on when you relate to employees. Recognize that employees can see through the hype. Be honest. Take steps to improve communication with employees. You brag that the company is so profitable but many of your employees don't even earn a living wage. Also, your executive staff should be a depiction of your customer base and the communities in which you do business. You claim to be diverse but it's not reflected in your staff beyond middle management.

    Doesn't Recommend
    Neutral Outlook
  2.  

    Current insider Evaluation

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Retail Credit Analyst  in  Farmington Hills, MI
    Current Employee - Retail Credit Analyst in Farmington Hills, MI

    I have been working at TD Auto Finance

    Pros

    The analysts on the desk in retail credit are some of the best people I have worked with. The vast majority are extremely competent in not only their field but many disciplines. Due to the economic downturn in Metro Detroit, this company has had access to a talented cross-section that they would not have been able to touch normally. They are sadly mistreated, underpaid and under appreciated. The people of Retail Credit and Funding are the backbone of the organization

    For the most part, management is understanding of individual needs for time off. Most understand that the current and future schedule is the creation of

    A) The Devil himself

    B) Someone who doesn't recognize the need for personal time b/c they don't work weekends

    C) Just doesn't care

    D) All the above

    They really do try to make arrangements to help you get time off. Supervisors are, unfortunately, wardens of a penitentiary that will abuse them if they dont abuse us.

    You do learn strong phone, sales and negotiating skills while on the desk.

    Cons

    Where to begin.....well lets start with the contracting houses.

    To put it plainly, the contracting houses lie. Aerotek, Mergis and Robert Half all lie to their contractors. They reel in unsuspecting professionals and new grads with promises of opportunity, advancements and hiring within 60-90 days. Most classes have had to wait nearly a year to be hired. During that time period, you are a cross between a whipping boy and a marionette who has to walk on eggshells because any morning your contracting house can call and say that you are finished w/o any explanation.

    Supervisors:
    There are a few supervisors who do an outstanding job at supporting their analysts and allowing them the discretion to be analysts. The vast majority have absolutely no idea what it means to be a manager or a leader. Most were people who were rewarded for sticking around during the dark days of CF. "Coaching" does not mean micro manage, chastise, castigate, or publicly ridicule an employee for circumstances that are genuine mistakes.

    The coaching environment is a debacle, Combine lack of communication from higher ups with people who have no idea what it means to "coach" and you get people mirco-managing weak information or misinformation. Some have completely let the concept of coaching, perpetuated by higher ups, go to their heads. No matter what is correct or fair, it is their world. It is my opinion that the company should spend less on Xmas parties and send the supervisors to a leadership development course.

    Schedule:
    It is a nightmare, you will have no life. every week the days off are different. The entire schedule is planned a year in advance with your input after the fact. Not to mention that the shifts are 10 hours.

    People are leaving, you see it and you know why.........

    Advice to ManagementAdvice

    1) Stop burying your head as to why people are slowly leaving......otherwise they will continue to
    2) Don't see retail credit as the blockers and tacklers, they are the quarterbacks. Without them, their is no building
    3)Get rid of the "coaching opportunity" and use it as a chance to really engage your employees instead of debasing them.
    4)Use the breadth of knowledge and experience in that department. A lot are former business owners, masters degrees and people with bright ideas. And I dont mean just in that dept, use them in the other depts as well.
    5) Finally, develop some real top to bottom communication.

    Doesn't Recommend
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