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Caesars Entertainment

Is this your company?

Stay Away. - Anonymous employee Caesars Entertainment Employee Review

1.0
5 Sept 2018
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Coworkers who will join you in the collective misery that is working at Eldorado Resorts. Working at Eldorado Resorts is preferable to jumping into a pool of bricks, but that is not exactly definite.

Cons

I came into this company when Circus Circus Reno was bought by Eldorado Resorts from MGM Resorts International. It is quite astounding that a company that made news for suing the victims of the Las Vegas shooting treats its employees better than the company that prides itself as a "family." The PTO plan is more restrictive and confusing than it is at MGM. Going to Payroll or HR, aside from one employee, is a headache and I always felt unheard and diminished. Applying for a transfer is near impossible, due to very frequent requests getting lost by a recruiting staff that they admit is understaffed. Eldorado Resorts refuses, foot-stomping refuses, to show any appreciation for their employees. There is one nice dinner far away from nearly everyone's employee dining rooms during Christmastime, but that's it. I have heard company executives speak about restarting many employee appreciation activities, but after nearly three years, I do not and will not believe a word they say. One would assume during a booming economy the company would do whatever it takes to retain great talent, but they aren't.

Explore other reviews about Caesars Entertainment

5.0
23 June 2026
Recommend
CEO approval
Business outlook

Pros

Great company and opportunities to move up!

Cons

It is a lot of work but very worth it!

2.0
29 June 2026
Recommend
CEO approval
Business outlook

Pros

Peers and teammates are supportive of each other. For a digital organization, the pay was very good but I believe they've significantly reduced salaries. Some of the managers were very good.

Cons

The Caesars Digital team operated in a flat organization, where some GMs were trying to actively manage teams of 75-150 individuals. Career growth is almost non-existent as a result. C-suite management was non-existent and came from finance or hospitality backgrounds. Org success was purely tied to annual EBITDA and without understanding of how a digital/engineering organization should be run, resulting in disconnected employees (most of whom were remote), lack of scalable structure, and zero oversight.

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