Valet Living FAQ

Great benefits, great company perks, great work environment

I have not found any.

Keep doing what you are doing. Again it is a great place to work.

Health insurance Work from home

Upper management is clueless. Year over year goals are increased with no reasoning ..... structure of sales abs commissions changes without any viable reasons and upper management can’t even agree on compensation ... 65% of sales force is gone within 24 months, two sales managers in 2 years who do nothing but manipulate the CRM and crunch numbers. You’ll need successful if you drink the kool aid

No gym membership needed! Flexible work time was ideal for my particular family needs. Positive management team.

Could not keep me on due to felony on background check. (Even with notification)

Allow a way to bypass the parameters of the background check if management Is willing to put their neck on the line for the employee. Everyone deserves a second chance if they’re able to prove themselves .

Having a company card to pay for expenses.

Horrible upper management. No clear direction in the company. Try to do too many things at once instead of perfecting one service. Horrible operational issues which result in so many cancellations and lost sales. When I submitted my two weeks notice they terminated me 4 days early so my final day was the last of the month so I didn’t have insurance for an entire month. They do not pay out your vacation time. They do not pay out your final commission check. They take back their 401k contribution if you work there less than 2 years so you must pay it back. Overall, they are just a horrible company with no morals or values. The turnover rate is incredibly high. Stay away!

Giving advice would be pointless, upper management does not listen.

Company vehicle, Nice uniforms, company card to sponsor events.

Too much left to interpretation. Inconsistent workload. High turnover. No standards across the board for communities (typically whatever the property manager wants). Too heavy of a focus on metrics (because they are linked to bonuses) and not the day to day developing of Valets and quality of service. Hiring key people from outside of the company instead of within (Everyone in the company should collect trash for at least a week to understand the business. This includes corporate level). Low pay for part-time employees. Inconsistent On boarding process (Nasty/damaged trucks passed down from managers whom quit or got fired. They don’t even take the time to get them cleaned before passing them to new hires). Takes too long to make adjustments/improvements to DM routes (You have to cover/split the route with another manager for a manager whom quits or gets fired) No accountability from top management (Managers not showing up to assist their peers with launching new properties). Doesn’t promote a consistent team work environment. Focused too much on growth and not sustainability. Trying too hard to “look” like a great company and not “be” a great company. A bunch of great ideas with poor execution. Disconnect between sales and operations. Constant focus on more contracts but not the ability to adequately support those contracts with good staff. No standard for enforcing policies on residents whom do not comply “just do whatever makes the customer happy.” No clear cut vacation policy for management (Another Manager has to cover your route which could give you upwards of 30+ properties to cover if you both have over 15 properties and you have to do so for the duration of their vacation. Leaves you with unfamiliar staff and territory to manage). False promises from top management (Promises of lower property load that takes months to fulfill if at all) Even if your property count decreases, it’s only for a short time and it’s back up to where it was. Overall, trying to do too much and forgetting that the main goal is to collect trash and solve a problem for communities not create a problem for communities. The concept is awesome, but should be executed better for a company that has been around since the 90’s. Poor execution has left the door wide open for competitors. Entirely too many systems for input such as Salesforce, Process Maps, iValet, Workday, Workplace, Concur, etc... Constant technology issues and outages. Managers have to recruit, train, retain, complete audits, office visits, service reports, spot checks, safety observations, investigations of accidents, vehicle maintenance, sales, etc... in a “work from home” position. Not as advertised. 6 day work week and some managers have 7 day properties that have to be monitored never really giving you “peace of mind” on your “off” day as anything could happen on a property any given day. Weekly meetings that are too frequent and run entirely too long that cut into the time needed to manage your district. Lack of proper training for all of the processes leaves you with a “learn as you go” and “figure it out” environment that is just unacceptable. -Poor communication from the corporate level -Leaders should have compassion for the team and that doesn’t exist here. New managers are thrown to the wolves and criticized behind their backs when they are not present to defend themselves because they left or quit the organization due to being overworked and burned out. Lots of negative language towards district managers from leaders. Saying that we “whine”, “complain”, etc... It shouldn’t be considered complaining when we are given a much larger workload than promised while doing the best to hire and retain staff to keep properties serviced each night and clients happy. Not much is done to boost morale. Just lots of negative critiques and criticisms of the team from top management. -Monitoring our company vehicles being parked at our homes and having an issue with that at a job that was sold to us as “work from home”. How does that even make sense? All of these issues and they have the nerve to complain and insult the effort of district managers. No one is going to perform at their best if they don’t believe the organization cares for them. “People don’t care how much you know until they know how much you care.” District managers also do not receive promised commissions on new property acquisitions and bulk hauls. Very unorganized and inconsistent processes throughout the organization. The main focus of the company is quantity over quality. Money over quality of service. They want as many contracts as possible. That’s the name of the game. Some of the properties don’t even truly utilize the service properly or even need it to begin with and are even unsafe for team members to work there but we have those contracts anyway. Unacceptable.

Complete overhaul of company structure.