TD Auto Finance Reviews

Current Employee – been working at TD Auto Finance full-time

Pros – Solid company and the future looks bright for the company and for newer employees. I think internal management cares and are pretty fair, well most are. Good environment given there is collections involved and there are many different opportunities to learn many departments, not overly specialized. People are approachable. There are cons but given the overall vibe is positive and the outlook looks good, I would recommend it. There are kinks to work through but it is moving in a positive direction and opportunities are on the rise. Good Benefits.

Cons – Inconsistency, lack of structure. Is it supposed to be fun or are we supposed to continue to make our jobs harder and harder in order to meet audit requirements, trust me, they aren't coinciding and this makes work unpredictable and stressful. Too much emphasis on who you know as opposed to hard work. Too much gossip. Work is not disbursed evenly. Too much emphasis on unnecessary coaching and compliance, I feel like I have multiple bosses in multiple centers all with different agendas and goals, each pertaining to a small part of my job, in order to make them look good. New Hiring process is bad. The only incentive for tenured employees is stability but that is something you can't get everywhere right now.

Advice to Senior Management – Be consistent and fair, reward the right behaviors.

– I'm optimistic about the outlook for this company

Current Employee – been working at TD Auto Finance as an intern for less than a year

Pros – My co- workers seem cool

Cons – I noticed some things while I been there so far the lack of communication is terrible..

Advice to Senior Management – Work on communicating better with your employees.

Current Employee – been working at TD Auto Finance full-time for more than 3 years

Pros – Some company sponsored activities and events.

Cons – No particular focus on inter-department training or job shadowing. It's purely left to the employee to pursue finding a contact in another department to learn how the departments work and perhaps attempt to interview for a different position. And while this demonstrates resourcefulness and a proactive attitude in those who transfer, it leaves others missing out on what could be an organized opportunity to understand how the company structure works and explore a different career track.

There's no time for personal time. The evolution of the use of pto has deteriorated to no longer giving 40 hours at the beginning of each year, but to making one use time only if it has accumulated. This sounds fine, until one has a family emergency and personal time they'd like to have following those events conflict with the amount of pto available at the time.

Schedules are purely for customer convenience. As a company we discuss internal customers (employees), but not much is done to make schedules accomodating to a family life, or even allowing for additional course work for post-graduate degrees or other school work for our employees. The confusing schedules combined with the inability of some departments to even allow the use of pto on weekends is disheartening.

TD is supposed to be the better bank, but many of us need TD to also be the better bank to work for. Many employees are leaving purely because of scheduling issues that have yet to be resolved, and with the new policies on paid time off, more are thinking of leaving, myself included. Also, with the seemingly closed off departments, there's little interaction between one department and another and even less understanding of one's role in the company. None of these things bode well for employee retention.

Advice to Senior Management – Encourage interaction between departments and foster the interests of your employees. Supporting a move to a different department will help with retention. Also, come to a consistent policy between departments on the use of pto, it's not fair to restrict the use of pto based on department. Also, return to giving 40 hours at the beginning of the year. It does not make sense to not let an employee who may have used their approved pto within guidelines by the end of the year to not take any significant amount of time off for the next month and a half to two months because they have not accumulated the time. If you expect employees to live to work instead of work to live, let us take the time off when we need it.

No, I would not recommend this company to a friend

Former Employee – worked at TD Auto Finance full-time for less than a year

Pros – TDAF has a good culture and is a growing company in the US. The lower management is generally good and understanding. A beginning representative will get 8 hours of paid time off every two weeks, equalling 26 days a year. These days off are in the same category so any holiday, sick day, or vacation day will be paid time off and come from the 26 that are accrued annualy.

Cons – The pay is pretty poor. A customer service representative or beginning collections representative will make about 13.50/hr. TDAF hires about 20 people at a time through a temp agency, so a lot of incompetent people end up going through training and getting the job. Typically an employee has to work about 6 months before being hired on as a TDAF employee, and after the sign-on date an employee has to wait exactly 6 months before being eligible for a promotion. When you do get a promotion, expect to get a raise of only about a dollar per hour.
Upper management is not at all connected with people who take calls on a daily basis. A regular representative will be able to talk to a supervisor and department manager, but anyone higher than that rarely interacts with someone who actually takes calls from or makes calls to customers.
Opportunities to move up to the supervisor level are fairly sparse.
Everyone who has been promoted is secretive about their salaries so it is very difficult to assess whether or not you want to make a career at TDAF.

Advice to Senior Management – Pay representatives better and try to find a better screening process for hiring new classes of employees.

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

Current Employee – been working at TD Auto Finance as a contractor for less than a year

Pros – On a Saturday, it can go by in a flash due to the extreme overload of deals/calls. Also, you only worked till 8pm CST at the latest on this day.

Cons – Management not on the same page with each other. Ask same question to 3 managers, you get 3 different answers. Their idea of fair scheduling was way off. Who wants to work till 10pm all the time for who knows how many months. Also, every other week you were working 10 hour shifts at least 3 times in that week.

Advice to Senior Management – Train your managers more to buy deals the same. Work out a fair schedule, I'm everyone has quit and whole new class has been rehired.

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

Current Employee – 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 Senior Management – Give decent raises and stop promoting lazy employees just because they kiss up to you.

No, I would not recommend this company to a friend

Current Employee – 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 Senior Management – 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.

No, I would not recommend this company to a friend

Current Employee – 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 Senior Management – 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.

No, I would not recommend this company to a friend

Current Employee – been working at TD Auto Finance

Pros – There are nice people working there and there is always hot popcorn at 3:30pm daily for FREE... WOW!

Cons – Major system issues. No support. Very flat organization. Our jobs are currently being automated to point that they could hire a chimp @ $2/hr to do the job (they don't pay us much more).

Advice to Senior Management – Be honest to the temps. Once they realize you are going to hire them on full time for $11.00 they are all going to leave. Its hard to watch and its been going on for a while.

No, I would not recommend this company to a friend

Former Employee – worked at TD Auto Finance

Pros – Close to home and great co workers

Cons – The pay was poor. No room for advancement.

No, I would not recommend this company to a friend