There are newer employer reviews for Vail Resorts
There are newer employer reviews for Vail Resorts

See Most Recent

Really Bad Pay but opportunities to expand your service industry resume

  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Former Employee - Fine Dining Server in Breckenridge, CO
Former Employee - Fine Dining Server in Breckenridge, CO

I worked at Vail Resorts full-time (More than a year)

Recommends
Neutral Outlook
No opinion of CEO
Recommends
Neutral Outlook
No opinion of CEO

Pros

work where you play
able to move up quickly if you are financially able to stay with it - HIGH turnover rate creates open positions!

Cons

Areas of jobs tend to be of high real estate value (HIGH RENT)
Pay is marginal to pathetic
Most employees must work multiple jobs to pay for life expenses

Advice to Management

Retain the talented, key employees with higher pay so that they will stay longer than 1-2 years max before they have to move on in order to pay off college loans, start a family, etc. Seasonal employees can be payed low wages as they are generally looking to "escape reality" for a winter or year

0 reviews filtered by
  • Any Location
  • Any Job Title
  • Any Status
  1. Helpful (1)

    Drugs and laziness

    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Busser in Vail, CO
    Former Employee - Busser in Vail, CO

    I worked at Vail Resorts full-time (Less than a year)

    Pros

    Ski pass. Food discounts. If your lazy you got it made

    Cons

    Terrible management at certain lodge in Beaver Creek. Employees basically allowed to do whatever they want to on shift. Steal, take and sell drugs on the job, hide in closets, not perform their functions because they are too high. I was the oddball because I took pride in my job, was ethical, was sober, and cared for the company. Mgmt will deny it but i know management was aware of most of it. GM told me he doesnt hire for and rarely wants return employees. That is how he backed up the fact that many of the employees were as lazy as ive ever seen. Then Human Resources had no sympathy if you quit because you cannot handle the drug infested workplace. Human resources had no desire to counsel on career advancement.

    Advice to Management

    Be a manager.


  2. Helpful (7)

    Experience of a Lifetime...Employees Need Not Apply

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Developer in Broomfield, CO
    Former Employee - Developer in Broomfield, CO

    I worked at Vail Resorts full-time (More than a year)

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    Pros

    Free coffee
    Free granola bars
    Decent work/life balance
    Newer office
    Enjoyable co-workers

    Cons

    HORRIBLE pay (Vail pays 20-30% less than most other employers for experienced professionals)
    Vacation policy is mediocre at best
        -2 weeks of accrued PTO for the first five years, but ALL holidays must come out PTO
       -1 week of sick time
    Other benefits are mediocre
       -Only one medical plan to choose from with two tiers of coverage
       -Dental plan is average
    No attempt to develop internal employees
        -Most new and exciting work done by a staff of contract resources
        -Training is almost non-existent (Internal online training is a joke)
        -Annual training budget is rarely communicated
        -Identifying, communicating and advocating for outside training falls on the individual employee and is rarely, if ever, approved by management
    Tiny cubes in cube farm unless you're middle to upper management
    Little to no upward mobility
        -Hiring external candidates for management positions is typical for almost all departments
          -This goes back to the lack of internal employee development
        -Flat organization leads to rare openings for upper management positions
        -No career path defined for technical leaning staff.
    Micro-management from executive staff
        -Executives must approve EVERY minor decision by middle management
           Example: Executives sign-off on hiring of contract staff
    Poor communication for upper management
         -Decisions made by upper management are never communicate well with leads to departments blaming each other for unilateral executive decision that were NOT well thought out
        -When decision are made by executives there is no communication regarding the reasoning behind these key decisions.
    Lack of innovation
        -Executive staff seems to believe that if they weren't the source of an idea it isn't worthwhile
        -Many key staff members have been with company too long and aren't open to new ideas or ways of running the business
        -Company is not willing to invest money in key systems. Many believe, "if it ain't broke, why fix it"

    Advice to Management

    Invest in your staff and your infrastructure. Trust the management and staff you hired to make the right business decisions and stop micro-managing everyone. The company is one that could attract talented professionals, but you continue to force talented people to look else where b/c you fail again and again to develop, trust and pay them accordingly.


There are newer employer reviews for Vail Resorts
There are newer employer reviews for Vail Resorts

See Most Recent

Work at Vail Resorts? Share Your Experiences

Vail Resorts

 
Click to Rate
or

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