Started out great and has steadily regressed as leadership has failed and exited
Pros
Benefits, they basically offer 100% coverage. Not the best coverage, but much better than most. They appear to care, and I have seen them pay people for multiple weeks when they had to leave or even when a death occurs. I believe that their cultural views are correct, it's the execution that is falling apart. Growth is off the charts, opening multiple locations every year the company has existed. Plenty of new opportunities as long as you are willing to move anywhere they want you to go. Requiring all new hires to have a covid vax is an overstep. However, they did an excellent job of taking care of their employees during the pandemic and keeping everyone as safe as they could.
Cons
Lets begin with the loss of leadership at all levels. The CEO, COO, most of the HR department (the good ones anyway) and the ENTIRE logistics corporate department have turned over. Some have left for greener pastures, but many have been disrespected, passed over and leave with large external offers. Despite clearly communicating there are issues, nothing happens until you actually put in notice. Then they fall over themselves to try and keep you on staff. Too little too late. Internal promotions are often times a selected employee, not one that applied. Often positions will not even be properly listed internally, without communicating that a position is open. You need to be buddies (nepotism) with the manager to have a shot often. This means there are many Directors in positions they have no idea how to do the job they were handed. Meaning the staff have to support them versus the other way around. Their cultural ideas are great, they promote inclusion and diversity and strongly push safety. However, there is a glaring tendency to allow culture to bend when it interferes with business. It is a double standard based on the need of the department that day. Department realignments removed bonus programs by changing job titles to positions that were not bonus eligible. Speaking of titles, be ready to change it when you create a resume. The titles at TireHub are vague and often do not reflect the actual job you will be doing. There is no review process currently in place in any department that relates to pay increases, 4 years after becoming a company. Think about that. Instead it is based off of who strokes whos ego. Taking credit for a reporting worker happens often, and allows the managers and directors gain the credit to improve their pocketbook. The company is a creation of two tire giants, Bridgestone and Goodyear. Two competitors who are still active competitors now. It seems like many of the internal decisions are guided by the join board between the two shareholders. They want to squeeze every dollar from TireHub, and TireHub has to backpedal on promises they made prior to getting their marching orders. Growing locations is a train wreck. Locations often do not have the required tools on the day they open, setting up new employees for failure which they will be blamed for. New hires have no computers on day one, or no access to log in despite weeks of notice they were coming on board. Pay transparency is seriously lacking. Promoting people to positions and giving them bumps in pay WELL over the pay of similar positions and especially new hires. People talk about pay despite their repeated requests not to do so. This is a 4 year old start up, so some things can be explained away to newness. However, the process seems to have gone backwards not forward. It feels like this is year 2, not year 4.