Beyond Toxic - Avis employé Employé (anonyme) Ria Money Transfer

1,0
10 juin 2023
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

There are some nice coworkers.

Inconvénients

Avoid if you have any other options. You could write pages about the cons. Totally toxic environment. Senior leadership is arrogant and many aren't even qualified for their roles. Employees are expendable. Lots of broken promises. Outside of senior leaders, for the most part, salaries are below market and raises minimal. Benefits are costly and just average. Very poor HR function. No communication because employees don't matter. No professional development. The current CEO is not well-liked and for good reason. Many, though not all, employees are unhappy and think Ria is a bad place to work. Many stay because they don't speak English fluently and feel they can't find another job. There is a reason for the high turnover. It's not a healthy, happy place to work. Of course there are pockets of old-timers who are happy, and some newbies who immediately are a part of the "in crowd." But for the majority, it's not a positive experience. Ria turns a deaf ear when there issues are brought up to them. This is a great place for poor performers as Ria rarely takes action. They don't reward those most deserving and do little about those who slack.

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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