Large International company with cost cutting strategy - Anonymous employee Rexel Group Employee Review

2.0
May 6, 2015
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Some remnants of former acquired businesses with good people. Potential for integrated international distribution business model. Have lowered operating costs dramatically over the past 5 years due to major reorganizations, consolidations and layoffs.

Cons

Investment has gone into Distribution Centers (RDC's) and new IT software platform, however cost have greatly overrun projections and timeline for national RDC network still not achieved. Incredible loss of talent and experience at all levels of the organization and business units the past 2-3 years. New leadership and yet another reorganization in past 6-9 months, but little changing from strategy and execution, which is somewhat unclear to the industry and supplier base anyway. Far too much internal focus, analysis and time spent by the leadership and diminishing face time in front of the customer.

Explore other reviews about Rexel Group

5.0
Jul 6, 2026
Recommend
CEO approval
Business Outlook

Pros

Amazing team and atmosphere that made coming into work enjoyable

Cons

The base pay could have been more competitive with the industry across the board

2.0
Jul 2, 2026
Recommend
CEO approval
Business Outlook

Pros

Decent company benefits and strong talent at the branch and sales level.

Cons

Gulf regional leadership is not effectively supporting the revenue-producing teams closest to the customer. What often presents as process, training, or accountability instead creates confusion, frustration, and reporting burden for branches and salespeople. When metrics become the focus instead of the support system, they inundate the field with activity, hinder execution, and create friction instead of progress. The company has talented salespeople, branch leaders, and field operators who understand the customers, markets, systems, and daily operating reality, but too many are underutilized while gaps are protected or explained away. That is how performance declines quietly: strong employees disengage, honest feedback gets filtered, and the company starts mistaking activity for execution. This is not a branch-level talent problem; it is a Gulf regional execution problem.

See reviews by: Helpful|Rating|Date|All