ValleyCrest Companies - VCDevelopment was a Good company to work for, with a great founder, large project experiences | Glassdoor
There are newer employer reviews for ValleyCrest Companies
There are newer employer reviews for ValleyCrest Companies

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"VCDevelopment was a Good company to work for, with a great founder, large project experiences"

Star Star Star Star Star
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Former Employee - Anonymous Employee
Former Employee - Anonymous Employee
Recommends
Positive Outlook

I worked at ValleyCrest Companies full-time (More than a year)

Pros

ValleyCrest Development is a large company, and as such, offers similar perks, such as 401K, insurance benefits, and many location options. Training on some topics is readily available. The company is constantly working on Efficiency and focusing on quality of work.

Cons

Upper management can be unrealistic at times, in their expectations, but the company does well despite this. As with most construction jobs, work with them can be seasonal / subject to the economy's effects on the market.

Other Employee Reviews for ValleyCrest Companies

  1. Helpful (1)

    "great company"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Branch Manager
    Former Employee - Branch Manager
    Recommends
    Approves of CEO

    Pros

    Valleycrest companies has lots of resoucres to pull from. They have the equipment and knowledge that no other landscape company has. You don't have to wait months to get the tools you need when you add contracts. When problems arise you have a tremendous amount of people to get help and answers from. You also have one of the best benefits packages available. It the benefits are available to all empoyees not just management which helps you recruit the best labor in the industry. The safety program is also first rate and they don't cut corners when it comes to safety.

    Cons

    long hours is the biggest downside. Mangement positions are typically a 7 to 7 job. Sometimes even longer hours. With branchs all over the country you may have conferance calls at 8 or 9 in the evening because of time changes. You also have to deal with some hard contracts to make money on because of national accounts. Some of these accounts are sold at the national level and well below market value and you are expected to make them work. As manager you also have to spend alot of time doing paper work for budgets and such to make corporate happy.

    Advice to Management

    make sure managers spend time away from work so they don't burn out


  2. "Valleycrest employee for 5 years, or 8 if you count the time at the company they acquired while I was there."

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Account Manager/Enhancement Manager/Safety Officer
    Current Employee - Account Manager/Enhancement Manager/Safety Officer

    Pros

    Health insurance, 401k match 6% of base salary,. Company vehicles(and fuel) for sales and management personnel. Time management training. Safety training is outstanding for those who want it. Paid vacation for those with a year or more. Extended benefits and Severance pay may be negotiated. Six Figures for BDs that are able to produce results. BDs are usually considered for and promoted to BMs. Many good branches to choose or relocate.

    Cons

    Do not expect to receive a bonus- which is based on total branch performance scorecard metrics (and mass confusion). The corporate officers cannot explain exactly how this bonus structure works- they have to hire a consultant come in to analyze the data and then explain how it works, after the fact.
    The bonus plan for employees is based on a criteria that changes without notice and is complex and shady at best.
    Do not plan a vacation longer than 5 days, you could end up without a job the day before your vacation starts(as I did)- or come back and some of the office has quit, merged with another company, formed a new company, been fired, or forgot they had a job.
    Poor communication of company values, mission or vision.
    Non-compete agreements (I never had to sign one, but the policy came into effect after I was hired). Non-competes should raise a red flag that employee retention is miserable.
    Superstar performers are not rewarded, nor promoted.
    Deceptive behavior appeared to be the norm.
    Safety officers must work an additional 10-20 hours, are "volunteered", are at odds with BMs and Corporate in some cases, and receive no additional compensation.
    New hires are poorly screened, poorly trained, and unqualified in many cases.
    Qualified employees are rarely, if ever, considered for promotion. Don't even think about it. BDs are considered for and promoted to OMs or BMs, it happened 3 times in my region, without 1 AM or EM even considered (which makes no sense since most BMs typically earn less than a productive BD). So, a poor producing BD equals a great BM.

    Advice to Management

    Richard Sperber is the CEO. He has a temper, but is a good guy in general and knows whats how and has done much time in the trenches...literally, Tombien Se habla Espanol con su empleados. He needs to talk more with the guys down in the trenches and LISTEN to what they tell him about their bosses.
    Much value added to management of the DC market recently.
    The branch and regional managers for Southeast regions that seem rushed, seem to talk in contradictory or ambiguous terms and act excessively busy are actually ostriches- and hoping not to be discovered, REMOVE THEM.
    Stop making changes to organizational structure, creating new and eliminating postions and titles. Focus and develop what your employees do well- basics. Stop acquiring small companies that are losing money and focus on helping the branches that are hemorrhaging cash. MOVE ON NON-PERFORMERS now or it will cost you dearly. Train and develop...train and develop....train and develop, then grow, and then reward and promote.
    If you should hear ,"It is what it is....The numbers don't lie...or...does that make sense?" ---RUN AWAY

There are newer employer reviews for ValleyCrest Companies
There are newer employer reviews for ValleyCrest Companies

See Most Recent

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