Mismanaged Cliques - Avis employé Employé (anonyme) Ria Money Transfer

1,0
23 nov. 2017
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

-Decent HMO Benefits (Kaiser Permanente)

Inconvénients

-Woefully under-compensated (expect 25-45% less than fair market wages) -401(k) matching is "OK" but nowhere near as competitive as others (50% of employee contribution up to 3%) -Tuition Reimbursement of $2000 per annum doesn't encourage seeking advanced degrees (other companies offer $5000+) -No upward mobility (unless you're in one of the cliques) -Most management positions are occupied by those who can't speak English (understandable since main demographic is Hispanic, but to advance the company to compete with WU or MGI, a better grasp of the language is mandatory) -Nepotism and Cliques (you are either in one of the management cliques or you're not -- if you're not, then you are out of the running for most positions) -Technology is a joke (no investment in innovation and outdated systems) -No understanding of Exempt/Non-exempt employees (everyone is treated like an hourly associate) -Vacation Accrual is outdated and in favor of the employer -Machismo and an uncomfortable environment is encouraged from the top-down (womanizing jokes, anti-LGBT jokes, etc.)

Découvrez plus d’avis sur Ria Money Transfer

5,0
8 juin 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Great place to learn customer service! Great atmosphere Consistent schedule

Inconvénients

Stress when cashing checks Working alone the majority of the time

1,0
26 févr. 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Some people are great to work with

Inconvénients

Compensation is significantly below market for product roles in fintech. You are expected to operate at a high strategic level while being paid closer to mid-tier startup salaries. Equity is used as a selling point, but stock performance has been consistently weak, making that upside questionable. Frequent restructuring makes long-term roadmap planning almost impossible. Entire teams can disappear after a quarter of strong performance if cost targets are not met. Senior talent is often removed under “cost alignment” language and replaced with lower-cost labor in other regions. Promotion criteria are vague. Results alone are not sufficient. Executive proximity and political alignment carry disproportionate weight.

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