Mitchell 1 "snap" Reviews | Glassdoor

Mitchell 1 Employee Reviews about "snap"

Updated Aug 12, 2019

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Found 64 reviews

3.1
StarStarStarStarStar
Rating TrendsRating Trends
51%
Recommend to a Friend
65%
Approve of CEO
Mitchell 1 CEO Dave Ellingen
Dave Ellingen
34 Ratings
Pros
  • "(in 4 reviews)

  • "Well known brand backed by a huge(in 4 reviews)

Cons
  • "Snap on has total control from a distance and M1 management weak(in 3 reviews)

  • "They need a CRM system and a stronger training program(in 3 reviews)

More Pros and Cons

Reviews about "snap"

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  1. Helpful (1)

    "Sales Representative"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Sales Representative in Dallas, TX
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Mitchell 1 full-time for less than a year

    Pros

    If you don't want to be directly supervised you might like it.

    Cons

    You compete against your own company. Telemarketers, and snap-on inc. No residuals.

    Advice to Management

    Make sales rep on the ground first priority.

    Mitchell 12018-09-27
  2. Helpful (6)

    "This company is defined by the word "Intertia""

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Senior Technical Representative in Poway, CA
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I have been working at Mitchell 1 full-time for more than 3 years

    Pros

    Initial compensation decent. Great benefits. Little or no cut into personal life.

    Cons

    Senior management is largely unaware of the general operations of the organization. Unity of command is inherently nonexistent as executives and managers will give directives or overrides for groups not in their chain of command and often contrary to standing policy. Significant issues exist with product functionality and stability, based on routinely and increasingly outdated platforms. Web products go down... during peak usage every couple of weeks. Software often released in beta or even alpha state routinely. This then leads to major software QA responsibilities falls on client services groups, things that ordinarily would be handled by software QA. This results in Technical Support having to build its own software fixes and documentation without connection to the development process. Training and communication are major challenges, departments are poorly coordinated and communication between them is very limited. Support staff are often expected to support products with little or no knowledge about them or sometimes even being unaware of their release, resulting in poor customer experience. Compensation basically stops once hired, in over three years my cumulative income increase (including a promotion) was above average for my dept yet only barely matched inflation. Career paths are nonexistent, most major openings are brought in from elsewhere in Snap-On. Incentives are very limited (e.g. Costco Pizza for achieving organizational goals).

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    Advice to Management

    Pay increased attention to the actual products and draw more information from floor level employees. Create an actual onboarding and training process. Increase investment in initial product development and internal quality assurance. Define your heirarchy of command for the organization. Design career paths and incentive plans to retain experienced staff.

    Mitchell 12014-09-25
Found 64 reviews