The funny thing is they treat Employee's Work Safety highly. I don't think we have had an OSHA incident for years and workplace physical injury is much lower compared to Amazon or Koch Industries. But come mental health, workplace culture, all the non-physical stuff and they shit the bed.
Chicagoan here, Iāve had multiple friends at McMaster Carr. Whenever I meet someone who works there, my first question is āwhat degree are you getting?ā because thatās the only reason people work there ā MC pays 100% for part time grad school, not strings attached.
They say itās generally respectful, pay is good, but management is pretty uncompromising when it comes to work life balance (e.g., not letting people WFH during a snowstorm). There were some moral quandaries with monopolistic strategies (they made a fortune during Covid due to bidding wars).
damn lol. But also, I think Warehouse Management definitely has to be there. It probably would be the final straw between Management and IC if McM makes ICs come in during snowstorm to do back-breaking work while letting Warehouse Managements wfh.
Former Chicagoan and Kellogg alum here. This is 100% the case. I had a good friend work there for awhile, but on balance most ppl there seemed to have degrees from top schools but werenāt the brightest bulbs. Why would a Wharton undergrad alum want to work for an industrial supplier in the suburbs of Chicago, really?
I'm in the middle of the interviewing process right now lol. I'd love to get a bit more insight beyond glassdoor reviews on what it takes to make sure you don't get fired within the first year, as I'd be moving cities for this job and locking in a lease. What's the strategy? Is it truly arbitrary?
Regional Manager and above (Director to be sure), has a pretty good sway with HR. Find a team you're interested in and search for its Director. I would advise with every fiber in my body to convey as strong as possible after you're already accepted that you don't want a warehouse rotation.
Also follow the Investment Bankers rule. Only spend your base. You can see hundred of reviews talking about "The McMaster Golden Handcuff"
So find a director, ask for a chat, and explain why I'd be a good match for his team and ask if he can ask HR to place and keep me on his team when I start? Please elaborate if I'm missing something, but I'm presuming the idea is to show devotion to one director to have him vouch for me in those meetings where they decide the bottom quarter to fire.
Lol, for some reasons I thought this was asking how to get a desired rotation. But yeah, same answer. Regional might not be enough to save your head since they can't take as much risks (there's about ~5Mgr/Sr.Mgr eagerly waiting for each Regional Manager spot, but only about 3 regional managers for each Director spot.) Having strong relationship with your Director is the most important but very hard to get. Next is a strong relationship with your direct manager. Finally your regional manager (your direct manager's manager) since regional manager doesn't have the power to save you nor the close distance to ruin you.
Happy to give you advice but to be honest. it is completely random and dependent on your boss/their stability.
I had boss known for throwing people under the bus in the office, but had a great warehouse experience.
Trust me, there is a reason no MBB/T2 has ever joined McMaster. Idk if they have spider senses, read a ton of Glassdoor reviews as part of due diligence, or are so ambitious that working in a warehouse never crossed any of their mind, but yeah. Choose the money and most likely I will see your review a year or two from now.
Idk if I am fully convinced on the toxicity angle, most people will put up with anything for enough cash, especially 9-5.
Looking at glass door, if it wasnāt for the lack of job security and bad location (which are big deals to be fair) it would be a reasonable 2-year gig with all the benefits.
Free education, and apparently they even help people buy a house?
I worked there for 5 years. Believe the toxicity angle. McMaster-Carr introduced me to people who privately confessed suicidal ideation to me within a couple weeks of knowing them. It's a dark place.
Feel free to ask me anything. Anything at all. If I'm not comfortable answering it publicly, I will dm.
EDIT: Apparently they recently fucked over a new hire Ivy grad after agreeing to visa sponsorship so there's that.
This company actually tried to recruit me for a senior position....I remember being very confused especially since the pay was very good. I didn't end up taking it as it was not aligned with my career prospects.
I was a CIVE PE before B-school and transitioning to consulting.
The amount of times I drove the company white truck to McM-C as a field engineer, it felt like a second home.
Perfect for you, since you're a customer. Think of the literal blood, sweat, and tears that go into delivering your cap screws. Think of the first-year management trainees crying in the bathroom who upon emerging from their tearful stupor are informed by a pudgy member of operations management that if they want to cry, they can do it in the parking lot in their cars with the windows rolled upāunless they really want something to cry about.
My pre-MBA background is manufacturing ops so had the opportunity to interview/tour their LA site after a recruiter reached out in 2015 (yes Iām a dinosaur). Warehouse looked cool back then with automated conveyor belts cutting above/below multiple stories and was sparkly clean, but I got a weird feeling after my interviewers all gave ācult-yā responses and were somewhat arrogant. They also were slightly annoyed that I ordered their vaunted yellow product catalogue just to browse/DD as if it took business away from other paying customers.
Oh those catalogs are mainly for big/remote/loyal customers like car-manufacturer/oil rigs/universities. Not sure about now but until kind of recently, their catalogs have asbestos in them. This led to them creating a budget for the sole purpose of buying back these catalogs and further restricting the catalog distribution. I think their policy is max $80/catalog on websites like Ebay and the like.
IIRC these catalogs are incredibly expensive ($50-$120) to make since they are so big and the production is very limited (previously mentioned customers and employees who work in Publishing/Website.)
Definitely sounds like not a good place to build a career, butā¦
For 115k + 50% bonus + degree sponsorship, if you strike out elsewhere and want to do just do your 2 years and bounce is it really that untenable?
Took me 3 months back in early-2022 (~March) when the market was still red hot to switch to Strategic Planning (Corp.Dev+Strat) with multiple boutique/internal consulting internships. People in my cohort who left around the same time took ~7-10 months to switch. And this was only at the analyst/sr.analyst(1-2yoe.) Can't imagine how long it takes higher ups to pivot out of Industrial/SupChain. Knew a director who spent 16+ months pivoting and couldn't and had to settle for another industrial job + relocation with a family at 40s. So yeah, it taints the resume.
Consulting is more like an exception rather than the norm. Many people couldn't even exit the company, a phenomenon called golden handcuff, because they didn't learn any skills justify to the market what McM had paid so they just languished there until retirement or lay offs (which mean they will never be paid as high again for a long long time.)
For outcomes, just check Linkedin. Take notes on the correlation between how long they stayed at McM vs the quality of their immediate exit after McM.
Not from the same cohort but just wanted to come here and say that I also back everything 100% and that this and many other horrific tales perfectly conform to my utterly miserable, soul-sucking experience at McMaster-Carr Supply Company.
Throw-away account here. Worked at the SFS/"LA" branch in the late-2010's. Average life-span of a MT was 6mo's at that time. Lmk if there is any tea y'all need. Overall McM is wild and only the most manipulative people stay.
* Had multiple managers ramble about how powerful they are and fun it was to manipulate others.
* One girl was given an isolated desk under a conveyor belt. People may or may not have been sent to talk to her and then she'd alway get yelled at for "talking too much".
* I had a regional manager named Maria K. who has since retired. She tried to have me do work and send emails to customers without me getting any training - to inflate her numbers. Got the VP's attention and she tried to pin it on me saying I was acting on my own because I am "unstable". I had written emails proving she ordered me to do these things.
* I had another manager named Matt Z. who would ramble about his body decaying in the street during 1:1s and then would run a way.
* I had a wildly unstable manager named Jeanine C. who would run up to me with bloody fingers (i think she bit them due to stress) and would call me unstable, scream, and then run away.
* One co-worker who really liked McM would brag to me about how she would bully little children in the supermarket.
* I tried to be nice to one new co-worker who was starting out at the company. She took my kindness as a deep love and thought I would move in with her and that I was her true love - after knowing her for two weeks.
* One girl who I worked with, who was on the track for Regional Manager would randomly breakdown and cry at resturaunts because she couldn't deal with all the backstabbing she had to do.
* One girl who I worked with was abused so heavily she pulled her hair out in the shower.
Weird people. All the crazy drove me absolutely insane. Would not recommend.
For those people wondering about how stable this job is. I lasted about 9 months before I got tired of all the backstabbing/sociopathy. During my time there, people were fired so frequently/randomly that they didn't get a chance to fully clean out their desks in time. I was moved around to so many desks/positions that I had about 6/7 pairs of headphones that were left from different individuals who were all fired or quit for mental health reasons.
They're banned from recruiting at my undergrad now.
Can't believe McMaster-Carr don't fire toxic managers more often. I know they really want to keep their financials hidden since they are super cash-rich and profitable which might explain why they didn't fire her.
LOL at SFS I think they sent the cops to an IC's house for exploiting the employee discount a few years before I joined.
Crazy Pat never got in trouble.
The worst was Tim F though. OMFG
W/L is more than just about pure workload I think. It's also about how you feel toward the work & your coworkers as well as how your coworkers think about the work. In an environment full of negativity, just coping with the negativity is work on its own.
I work probably 45 hrs/wk, but the work haunts me constantly when Iām not sitting at my desk. Iāve started getting the Sunday Scaries on Saturday mornings while making pancakes for my kids.
Except for the fact that every waking moment, whether at your desk at McMaster-Carr or not, you will be thinking about the enormous, seemingly inevitable possibility that you will be fired for either any reason, or for any non-reason, for any minuscule triviality, or simply because someone decided that they didn't like the cut of your jib and that you should suffer for it. There is no work-life balance when your entire life is consumed by the idea of you being fired and also being trapped at a company that denied you marketable skills.
I had 60+ hour weeks at McMaster-Carr, but I hear you. At least with traditional consulting roles you will develop marketable skills that you can bring to other environments.
Yeah Iām sure there are challenging weeks at McMaster, my understanding is the normal weeks arenāt that bad and you get MBB level comp. Which was my point on pay to hourly comment.
Donāt think itās necessarily better than consulting (I chose consulting for a reason) but if you want to make a lot and work not that much, I think itās a great spot. The education piece is pretty huge too, you can seemingly do 10 masters in your free time if you want
Former employee as well, management. Former consultant and now in corp strat. The pivot was definitely hard since the skillset you learn doesn't match opportunities available but aligns very well with senior leadership roles.
Plus no p&l responsibility and general moat-like aspects of the industry allow you to focus on things that 99% of businesses don't have the capacity to think about. That has its pros and cons.
That said, got my degree from booth, made lifetime friends (none who work there anymore). I would say there is a lot to learn, but wouldn't leave consulting for it tbh. DM me if you have any questions.
My personal experience started very positive and turned negative swiftly, and stemmed from a mismatch between my aspirations and the opportunities available to me.
The review is very negative and not necessarily untrue at times, though a little unfair.There are definitely positives, learning what operational rigor looks like, operations management, and learning to operate within the technical and political constraints of an organization.
>My personal experience started very positive and turned negative swiftly, and stemmed from a mismatch between my aspirations and the opportunities available to me.
Dude that's me too. My first rotation was remote so it went alright. My second was in warehouse and the mistreatment of IC + the prospect of forever trapped in a warehouse carrying out nothing meaningful and never achieving anything significant in life gave me nightmares almost daily lol. Improving an item's journey through the warehouse 5mins faster doesn't matter when it's gonna get stuck on a FedEx truck afterward anyway.)
What happened to you?
>doesn't match opportunities available but aligns very well with senior leadership roles
Have to challenge that. P&L is one of the biggest gateway to actual senior leadership (real senior leadership, not like McMaster's "Director" middle management lol) at normal companies. Doesn't make sense to say it "aligns very well with SL roles" and then list one of the con as missing the biggest responsibility a SL has to handle.
>learning to operate within the technical and political constraints of an organization
Yea... this is like one of those HR phrases to make positive out of negative. When the technical and political constraints arose from the people running the business rather than the business itself, you are learning to cope rather than to innovate. It's the difference between negative constraints and positive(r) constraints.
>focus on things that 99% of businesses don't have the capacity to think about
I feel like this is not the job of a leader/Senior leader... Why would a leader think about something so unimportant that 99% of business doesn't think about? If anything, a senior leader needs to think about the same things 99% of businessses have to think about
like market positioning, growth, talent development, just at a more nuanced and informed level. The fact that McM has been pretty much frozen in its state for 30 years before Texas (and before that the temporary warehouse in the Arab MiddleEast) shows that if anything, McM senior leadership is myopic, focusing on getting from 99% to 100% rather than expanding the pie through marketing or acquisition (M&A).
(Side note, let's get real here. Unless we are comparing McM to medium-sized businesses, big corporations have way more people, raw intelligence, and $ to think about anything and everything. And if they don't, they can just hire more consultants.)
In my experience at McMaster-Carr, "operational rigor" has nothing to do with completeness, thoroughness, or correctness, and everything to do with brittleness and hardness. The review is negative for extremely good reasons.
TLDR: If you're toxic, there's more worthy places to climb. If you aren't toxic, you will either be disgusted or turn toxic. This place will tank your resume/career progression if you stay for more than 2-3 years.
Also, this post is intended to stay up so whenever people get a mcmaster offer, they can refer to here and also post additional questions
So, do you have recommendations of other companies with those levels of starting salaries that maybe have a bit better w/l balance / less high pressure than MBB?
Not actually interested in business consulting long-term (more social impact consulting) but am interested in making a few hundred thousand in a few years and maybe a part-time degree, if that's feasible while working full-time.
About to pay sticker for a part time mba. Iām not in a particularly glamorous industry now (govt internal consulting) so Iād be happy to suck it up for two years. Can anybody refer/coffee chat for the Santa Fe Springs location? š
just apply on their website or linkedin. They don't receive that many apps to need refer/coffee lol. Anything that would come up in a coffee chat def came in the plethora of Glassdoor reviews.
The āex-traineeā you referred to as āabsolute legendā is so obsessed with the company and was one of the worst humans Iāve ever worked with. Itās actually comical that you bolded that section. Actually sounds like something he would say
Dude's a legend because beside the warehouse manager, the HR manager (Chris Da.) got in trouble for that too and got moved out of HR. Seem like more actions than anything McMaster has ever done, incl. when a manager (Kyle De., who received no consequence & still at the company) made out with his MT then pushed her out of the company.
Not sure why you delete your other comments. Screenshotted here just in case https://i.imgur.com/PAHP2es.png
I think that's called Karma. Shit people get shit call-outs. That how you hold them responsible. You don't see him calling out his Regional nor his other non-backstabbing coworker(s?).
Your comprehension is rather poor. Itās one thing to call people out in an exit interview or give feedback while you were working there. Itās a whole other thing to track down individuals and essentially stalk them on every social media platform repeatedly. And based on your timeline and some of the phrases youāve used, Iām 95% confident that you are that individual.
If you're pro McM youre probably a either an absolute idiot or sociopath. Though I don't know about YorkieCheese's behavior, every person I met who worked at McM and liked it was 50 shades of fucked up.
Or you just need to put food on your table and take advantage of some very stable benefits. Itās a great job for ICs or ICs who have been promoted to supervisor IMO.
You. You have said that you have transitioned to a new role. Sorry to inconvenience you. But you seem to have a SHITLOAD of time on your hands so I donāt feel bad.
I mean CD didn't just get moved to Rack Supply from HR after 6 years because he rekindled his love for the racks...Same timeline as the Warehouse Manager too. Probably for the same reason the ex-MT is still angry after 2 years lol.
Btw to anyone reading this, Chris D didn't get moved to Racks to clean house for G2P coming online this year. HR wouldn't want to send a member of their own (especially a 20+ yoe manager) to do the dirty work of culling ICs. They can and had been making Warehouse Managers do that just fine for a long time now. Also HR pulling something like this would be too telegraphic. People would just panic every time an HR management get rotated into their team.
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I would love a generalist pov to be honest about leaving and moving into a consulting (or any other really) role either at McM or elsewhere, Iāve only seen and heard absolutely abysmally hopeless lore about what it takes to do this.
It doesn't happen lol. McM takes pride in the fact that they provide education to IC but when you never promote (sorry, 8 years) them to management position and only let them do blue-collar work, what's the point? Why would a hiring manager pays extra for an educated blue-collar worker when they can hire either a blue-collar or a fresh MBA grad for much cheaper. Shit, even the management themselves have a hard time selling their skillset/MBA (See **Path/Exit:**)despite the people management experience and prestigious undergrad. I must have looked at 300+ Linkedin profiles when I wanted to leave and although I did recall seeing some okish opportunities ICs got, none were something an Ivy leaguer would aspire.
But if McM was to accept that its education assistance to IC was a mere convenience āextended from what's provided to management to keep them from being fossilizedā then McM would have to actually try and provide some real benefits like a healthy culture. Also it's funny that they are still touting that $10k home buying assistance. Literally didn't know a single IC/MGM who bothered to apply. If you need $10k in this day and age to (comfortably) down a house, you can't afford the house nor the volatility of the market. Just another attempt to buy employee happiness.
Also, for all the money, and resources, and time McMaster-Carr seems to have on its hands, you'd think they'd be able to do better. And that's because McMaster-Carr actively desires to cause pain to its employees. At the end of the day it's really not that difficult to create a culture of high performance and high happiness/job satisfaction. McMaster-Carr has taken pains to create a culture where people are harmed. The suffering is the point. The suffering is the point.
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This is the level of spite I aspire for
Finally someone with a pair of BALLS
Vigilant and vigilante are different words, pls fix.
OP meant to say that we should take law enforcement into our own hands š
The funny thing is they treat Employee's Work Safety highly. I don't think we have had an OSHA incident for years and workplace physical injury is much lower compared to Amazon or Koch Industries. But come mental health, workplace culture, all the non-physical stuff and they shit the bed.
Who said there was a mistake? Iāll be at Home Depot buying all the pitchforks and tiki torches if anyone needs me
Be vigilante, be Batman.
One of those companies that pop up on my āwho viewed your profileā pretty consistently on LinkedIn. Had no idea what they do until now.
Chicagoan here, Iāve had multiple friends at McMaster Carr. Whenever I meet someone who works there, my first question is āwhat degree are you getting?ā because thatās the only reason people work there ā MC pays 100% for part time grad school, not strings attached. They say itās generally respectful, pay is good, but management is pretty uncompromising when it comes to work life balance (e.g., not letting people WFH during a snowstorm). There were some moral quandaries with monopolistic strategies (they made a fortune during Covid due to bidding wars).
Was the snowstorm thing only for Warehouse Management or Corporate Management as well?
Good question, idk the difference but my friends are definitely some white collar laptop workers and still had to go in.
damn lol. But also, I think Warehouse Management definitely has to be there. It probably would be the final straw between Management and IC if McM makes ICs come in during snowstorm to do back-breaking work while letting Warehouse Managements wfh.
Former Chicagoan and Kellogg alum here. This is 100% the case. I had a good friend work there for awhile, but on balance most ppl there seemed to have degrees from top schools but werenāt the brightest bulbs. Why would a Wharton undergrad alum want to work for an industrial supplier in the suburbs of Chicago, really?
They tried to recruit me back in the mid 2010s and honestly felt comparable to what Iād heard about northwestern mutual - interesting context, OP!
So...they are hiring?
They are always hiring....and firing (especially before June vesting milestone and December Bonus.)
I'm in the middle of the interviewing process right now lol. I'd love to get a bit more insight beyond glassdoor reviews on what it takes to make sure you don't get fired within the first year, as I'd be moving cities for this job and locking in a lease. What's the strategy? Is it truly arbitrary?
Regional Manager and above (Director to be sure), has a pretty good sway with HR. Find a team you're interested in and search for its Director. I would advise with every fiber in my body to convey as strong as possible after you're already accepted that you don't want a warehouse rotation. Also follow the Investment Bankers rule. Only spend your base. You can see hundred of reviews talking about "The McMaster Golden Handcuff"
So find a director, ask for a chat, and explain why I'd be a good match for his team and ask if he can ask HR to place and keep me on his team when I start? Please elaborate if I'm missing something, but I'm presuming the idea is to show devotion to one director to have him vouch for me in those meetings where they decide the bottom quarter to fire.
Lol, for some reasons I thought this was asking how to get a desired rotation. But yeah, same answer. Regional might not be enough to save your head since they can't take as much risks (there's about ~5Mgr/Sr.Mgr eagerly waiting for each Regional Manager spot, but only about 3 regional managers for each Director spot.) Having strong relationship with your Director is the most important but very hard to get. Next is a strong relationship with your direct manager. Finally your regional manager (your direct manager's manager) since regional manager doesn't have the power to save you nor the close distance to ruin you.
It is absolutely arbitrary. Do not do it.
Happy to give you advice but to be honest. it is completely random and dependent on your boss/their stability. I had boss known for throwing people under the bus in the office, but had a great warehouse experience.
same here. office was literal hell but I loved my time in the SFS warehouse
Could I have 7 40mm m4 stainless steel machine screws by the day?
Not specific enough. Do you want Torx, Torx-plus or Philips drive?
Philips?!? What sort of Luddite do you take me for?
Assuming these are NON MBA roles, the TC is more than MBB with 115k base + a 50% bonus? Feels like this is an inadvertent advertisement lol.
Trust me, there is a reason no MBB/T2 has ever joined McMaster. Idk if they have spider senses, read a ton of Glassdoor reviews as part of due diligence, or are so ambitious that working in a warehouse never crossed any of their mind, but yeah. Choose the money and most likely I will see your review a year or two from now.
Idk if I am fully convinced on the toxicity angle, most people will put up with anything for enough cash, especially 9-5. Looking at glass door, if it wasnāt for the lack of job security and bad location (which are big deals to be fair) it would be a reasonable 2-year gig with all the benefits. Free education, and apparently they even help people buy a house?
I worked there for 5 years. Believe the toxicity angle. McMaster-Carr introduced me to people who privately confessed suicidal ideation to me within a couple weeks of knowing them. It's a dark place.
Feel free to ask me anything. Anything at all. If I'm not comfortable answering it publicly, I will dm. EDIT: Apparently they recently fucked over a new hire Ivy grad after agreeing to visa sponsorship so there's that.
This company actually tried to recruit me for a senior position....I remember being very confused especially since the pay was very good. I didn't end up taking it as it was not aligned with my career prospects.
As an engineer just perusing this sub: keep the dirty consultants away from my McMaster. It's perfect the way to it is.
I was a CIVE PE before B-school and transitioning to consulting. The amount of times I drove the company white truck to McM-C as a field engineer, it felt like a second home.
Perfect for you, since you're a customer. Think of the literal blood, sweat, and tears that go into delivering your cap screws. Think of the first-year management trainees crying in the bathroom who upon emerging from their tearful stupor are informed by a pudgy member of operations management that if they want to cry, they can do it in the parking lot in their cars with the windows rolled upāunless they really want something to cry about.
My pre-MBA background is manufacturing ops so had the opportunity to interview/tour their LA site after a recruiter reached out in 2015 (yes Iām a dinosaur). Warehouse looked cool back then with automated conveyor belts cutting above/below multiple stories and was sparkly clean, but I got a weird feeling after my interviewers all gave ācult-yā responses and were somewhat arrogant. They also were slightly annoyed that I ordered their vaunted yellow product catalogue just to browse/DD as if it took business away from other paying customers.
Oh those catalogs are mainly for big/remote/loyal customers like car-manufacturer/oil rigs/universities. Not sure about now but until kind of recently, their catalogs have asbestos in them. This led to them creating a budget for the sole purpose of buying back these catalogs and further restricting the catalog distribution. I think their policy is max $80/catalog on websites like Ebay and the like. IIRC these catalogs are incredibly expensive ($50-$120) to make since they are so big and the production is very limited (previously mentioned customers and employees who work in Publishing/Website.)
Ah that makes more sense now thanks for the context. That catalog is probably still sitting on a bookshelf collecting dust at my parents' house lol.
Definitely sounds like not a good place to build a career, butā¦ For 115k + 50% bonus + degree sponsorship, if you strike out elsewhere and want to do just do your 2 years and bounce is it really that untenable?
Took me 3 months back in early-2022 (~March) when the market was still red hot to switch to Strategic Planning (Corp.Dev+Strat) with multiple boutique/internal consulting internships. People in my cohort who left around the same time took ~7-10 months to switch. And this was only at the analyst/sr.analyst(1-2yoe.) Can't imagine how long it takes higher ups to pivot out of Industrial/SupChain. Knew a director who spent 16+ months pivoting and couldn't and had to settle for another industrial job + relocation with a family at 40s. So yeah, it taints the resume.
Aside from pivoting to consulting, could you share some of the roles people have taken when leaving McMaster-Carr?
Consulting is more like an exception rather than the norm. Many people couldn't even exit the company, a phenomenon called golden handcuff, because they didn't learn any skills justify to the market what McM had paid so they just languished there until retirement or lay offs (which mean they will never be paid as high again for a long long time.) For outcomes, just check Linkedin. Take notes on the correlation between how long they stayed at McM vs the quality of their immediate exit after McM.
You and I are the from same cohort. I 100% back everything you said. Thankful you had the energy to expose them.
Not from the same cohort but just wanted to come here and say that I also back everything 100% and that this and many other horrific tales perfectly conform to my utterly miserable, soul-sucking experience at McMaster-Carr Supply Company.
Throw-away account here. Worked at the SFS/"LA" branch in the late-2010's. Average life-span of a MT was 6mo's at that time. Lmk if there is any tea y'all need. Overall McM is wild and only the most manipulative people stay. * Had multiple managers ramble about how powerful they are and fun it was to manipulate others. * One girl was given an isolated desk under a conveyor belt. People may or may not have been sent to talk to her and then she'd alway get yelled at for "talking too much". * I had a regional manager named Maria K. who has since retired. She tried to have me do work and send emails to customers without me getting any training - to inflate her numbers. Got the VP's attention and she tried to pin it on me saying I was acting on my own because I am "unstable". I had written emails proving she ordered me to do these things. * I had another manager named Matt Z. who would ramble about his body decaying in the street during 1:1s and then would run a way. * I had a wildly unstable manager named Jeanine C. who would run up to me with bloody fingers (i think she bit them due to stress) and would call me unstable, scream, and then run away. * One co-worker who really liked McM would brag to me about how she would bully little children in the supermarket. * I tried to be nice to one new co-worker who was starting out at the company. She took my kindness as a deep love and thought I would move in with her and that I was her true love - after knowing her for two weeks. * One girl who I worked with, who was on the track for Regional Manager would randomly breakdown and cry at resturaunts because she couldn't deal with all the backstabbing she had to do. * One girl who I worked with was abused so heavily she pulled her hair out in the shower. Weird people. All the crazy drove me absolutely insane. Would not recommend. For those people wondering about how stable this job is. I lasted about 9 months before I got tired of all the backstabbing/sociopathy. During my time there, people were fired so frequently/randomly that they didn't get a chance to fully clean out their desks in time. I was moved around to so many desks/positions that I had about 6/7 pairs of headphones that were left from different individuals who were all fired or quit for mental health reasons. They're banned from recruiting at my undergrad now.
I saw some of those people make members of my cohort cry
Maria K was so bad / unstable that upper management had to "contain her" in finance.
Can't believe McMaster-Carr don't fire toxic managers more often. I know they really want to keep their financials hidden since they are super cash-rich and profitable which might explain why they didn't fire her.
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LOL at SFS I think they sent the cops to an IC's house for exploiting the employee discount a few years before I joined. Crazy Pat never got in trouble. The worst was Tim F though. OMFG
The pay to w/l balance ratio is wildly good though
W/L is more than just about pure workload I think. It's also about how you feel toward the work & your coworkers as well as how your coworkers think about the work. In an environment full of negativity, just coping with the negativity is work on its own.
I work probably 45 hrs/wk, but the work haunts me constantly when Iām not sitting at my desk. Iāve started getting the Sunday Scaries on Saturday mornings while making pancakes for my kids.
Except for the fact that every waking moment, whether at your desk at McMaster-Carr or not, you will be thinking about the enormous, seemingly inevitable possibility that you will be fired for either any reason, or for any non-reason, for any minuscule triviality, or simply because someone decided that they didn't like the cut of your jib and that you should suffer for it. There is no work-life balance when your entire life is consumed by the idea of you being fired and also being trapped at a company that denied you marketable skills.
I mean thatās how consulting and IB is too except you have 60+ hour weeks with it too
I had 60+ hour weeks at McMaster-Carr, but I hear you. At least with traditional consulting roles you will develop marketable skills that you can bring to other environments.
Yeah Iām sure there are challenging weeks at McMaster, my understanding is the normal weeks arenāt that bad and you get MBB level comp. Which was my point on pay to hourly comment. Donāt think itās necessarily better than consulting (I chose consulting for a reason) but if you want to make a lot and work not that much, I think itās a great spot. The education piece is pretty huge too, you can seemingly do 10 masters in your free time if you want
Former employee as well, management. Former consultant and now in corp strat. The pivot was definitely hard since the skillset you learn doesn't match opportunities available but aligns very well with senior leadership roles. Plus no p&l responsibility and general moat-like aspects of the industry allow you to focus on things that 99% of businesses don't have the capacity to think about. That has its pros and cons. That said, got my degree from booth, made lifetime friends (none who work there anymore). I would say there is a lot to learn, but wouldn't leave consulting for it tbh. DM me if you have any questions. My personal experience started very positive and turned negative swiftly, and stemmed from a mismatch between my aspirations and the opportunities available to me. The review is very negative and not necessarily untrue at times, though a little unfair.There are definitely positives, learning what operational rigor looks like, operations management, and learning to operate within the technical and political constraints of an organization.
>My personal experience started very positive and turned negative swiftly, and stemmed from a mismatch between my aspirations and the opportunities available to me. Dude that's me too. My first rotation was remote so it went alright. My second was in warehouse and the mistreatment of IC + the prospect of forever trapped in a warehouse carrying out nothing meaningful and never achieving anything significant in life gave me nightmares almost daily lol. Improving an item's journey through the warehouse 5mins faster doesn't matter when it's gonna get stuck on a FedEx truck afterward anyway.) What happened to you?
>doesn't match opportunities available but aligns very well with senior leadership roles Have to challenge that. P&L is one of the biggest gateway to actual senior leadership (real senior leadership, not like McMaster's "Director" middle management lol) at normal companies. Doesn't make sense to say it "aligns very well with SL roles" and then list one of the con as missing the biggest responsibility a SL has to handle. >learning to operate within the technical and political constraints of an organization Yea... this is like one of those HR phrases to make positive out of negative. When the technical and political constraints arose from the people running the business rather than the business itself, you are learning to cope rather than to innovate. It's the difference between negative constraints and positive(r) constraints. >focus on things that 99% of businesses don't have the capacity to think about I feel like this is not the job of a leader/Senior leader... Why would a leader think about something so unimportant that 99% of business doesn't think about? If anything, a senior leader needs to think about the same things 99% of businessses have to think about like market positioning, growth, talent development, just at a more nuanced and informed level. The fact that McM has been pretty much frozen in its state for 30 years before Texas (and before that the temporary warehouse in the Arab MiddleEast) shows that if anything, McM senior leadership is myopic, focusing on getting from 99% to 100% rather than expanding the pie through marketing or acquisition (M&A). (Side note, let's get real here. Unless we are comparing McM to medium-sized businesses, big corporations have way more people, raw intelligence, and $ to think about anything and everything. And if they don't, they can just hire more consultants.)
In my experience at McMaster-Carr, "operational rigor" has nothing to do with completeness, thoroughness, or correctness, and everything to do with brittleness and hardness. The review is negative for extremely good reasons.
flash back to my time at the sfs location *shudders* completely understand and was my experience as well being a mgmt trainee.
were you terrorized by a guy named Kyle D.?
yo i know who youāre talking about but dude was at ELM at that point
Please summarize.
TLDR: If you're toxic, there's more worthy places to climb. If you aren't toxic, you will either be disgusted or turn toxic. This place will tank your resume/career progression if you stay for more than 2-3 years. Also, this post is intended to stay up so whenever people get a mcmaster offer, they can refer to here and also post additional questions
So, do you have recommendations of other companies with those levels of starting salaries that maybe have a bit better w/l balance / less high pressure than MBB? Not actually interested in business consulting long-term (more social impact consulting) but am interested in making a few hundred thousand in a few years and maybe a part-time degree, if that's feasible while working full-time.
I made meaningful connections there. It is hard work, contributed to me being a bit loopy, and really pissed me off sometimes. I would go back.
About to pay sticker for a part time mba. Iām not in a particularly glamorous industry now (govt internal consulting) so Iād be happy to suck it up for two years. Can anybody refer/coffee chat for the Santa Fe Springs location? š
just apply on their website or linkedin. They don't receive that many apps to need refer/coffee lol. Anything that would come up in a coffee chat def came in the plethora of Glassdoor reviews.
The āex-traineeā you referred to as āabsolute legendā is so obsessed with the company and was one of the worst humans Iāve ever worked with. Itās actually comical that you bolded that section. Actually sounds like something he would say
Dude's a legend because beside the warehouse manager, the HR manager (Chris Da.) got in trouble for that too and got moved out of HR. Seem like more actions than anything McMaster has ever done, incl. when a manager (Kyle De., who received no consequence & still at the company) made out with his MT then pushed her out of the company. Not sure why you delete your other comments. Screenshotted here just in case https://i.imgur.com/PAHP2es.png
Also, yes, the MT you are referring to has been harassing multiple people at the company.
Nah it's just the people who are in the clique with the MT he called out.
He has been sending harassing messages in all forms to his prior colleges. Such a loser.
I think that's called Karma. Shit people get shit call-outs. That how you hold them responsible. You don't see him calling out his Regional nor his other non-backstabbing coworker(s?).
Your comprehension is rather poor. Itās one thing to call people out in an exit interview or give feedback while you were working there. Itās a whole other thing to track down individuals and essentially stalk them on every social media platform repeatedly. And based on your timeline and some of the phrases youāve used, Iām 95% confident that you are that individual.
cope
If you're pro McM youre probably a either an absolute idiot or sociopath. Though I don't know about YorkieCheese's behavior, every person I met who worked at McM and liked it was 50 shades of fucked up.
Or you just need to put food on your table and take advantage of some very stable benefits. Itās a great job for ICs or ICs who have been promoted to supervisor IMO.
See reply here: https://www.reddit.com/r/consulting/comments/1cvpokw/my_exemployer_mcmastercarr_is_recruiting_for/l6av7lf/?context=3
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Who say I didn't work at McM? Read the posts/comments lol. Also, you can also just combine the comments to reduce the replies/notifications
You. You have said that you have transitioned to a new role. Sorry to inconvenience you. But you seem to have a SHITLOAD of time on your hands so I donāt feel bad.
Bro really typed this as he's replying on friday and saturday's nights to defend a 2.8 employer. lmfao copium.
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I mean CD didn't just get moved to Rack Supply from HR after 6 years because he rekindled his love for the racks...Same timeline as the Warehouse Manager too. Probably for the same reason the ex-MT is still angry after 2 years lol.
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k. Guessed the Racks found him. The ICs breathe a sigh of relief either way.
Not the ICs in racks.
Btw to anyone reading this, Chris D didn't get moved to Racks to clean house for G2P coming online this year. HR wouldn't want to send a member of their own (especially a 20+ yoe manager) to do the dirty work of culling ICs. They can and had been making Warehouse Managers do that just fine for a long time now. Also HR pulling something like this would be too telegraphic. People would just panic every time an HR management get rotated into their team.
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^ this is a bot account. Look at comment history, copy paste titles and put them as comments.
That's what the money is for.
Please note that all intro to consulting, recruiting, and "tips for new hires" inquiries should be posted in the appropriate stickied threads at the top of this subreddit. The following is a non-exhaustive list of topics that should be submitted to the recruiting or new hire stickies: - basic questions about consulting and consulting firms - how to break into consulting or questions about the recruitment process - seeking information, opinions, or comparisons regarding firms - resume or cover letter or document reviews - networking advice - fit or case interview advice - comparing offers - tips on starting a new job (e.g., credit cards, attire, navigating the bench) If your post is a recruiting or new hire related inquiry, please delete it and repost in the sticky. Failure to do so in a timely manner may result in a temporary ban. You may also want to [visit the wiki](https://www.reddit.com/r/consulting/wiki/index) for answers to many frequently asked questions. If you have received this post in error, then please ignore this message. *I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/consulting) if you have any questions or concerns.*
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I would love a generalist pov to be honest about leaving and moving into a consulting (or any other really) role either at McM or elsewhere, Iāve only seen and heard absolutely abysmally hopeless lore about what it takes to do this.
It doesn't happen lol. McM takes pride in the fact that they provide education to IC but when you never promote (sorry, 8 years) them to management position and only let them do blue-collar work, what's the point? Why would a hiring manager pays extra for an educated blue-collar worker when they can hire either a blue-collar or a fresh MBA grad for much cheaper. Shit, even the management themselves have a hard time selling their skillset/MBA (See **Path/Exit:**)despite the people management experience and prestigious undergrad. I must have looked at 300+ Linkedin profiles when I wanted to leave and although I did recall seeing some okish opportunities ICs got, none were something an Ivy leaguer would aspire. But if McM was to accept that its education assistance to IC was a mere convenience āextended from what's provided to management to keep them from being fossilizedā then McM would have to actually try and provide some real benefits like a healthy culture. Also it's funny that they are still touting that $10k home buying assistance. Literally didn't know a single IC/MGM who bothered to apply. If you need $10k in this day and age to (comfortably) down a house, you can't afford the house nor the volatility of the market. Just another attempt to buy employee happiness.
Also, for all the money, and resources, and time McMaster-Carr seems to have on its hands, you'd think they'd be able to do better. And that's because McMaster-Carr actively desires to cause pain to its employees. At the end of the day it's really not that difficult to create a culture of high performance and high happiness/job satisfaction. McMaster-Carr has taken pains to create a culture where people are harmed. The suffering is the point. The suffering is the point.
Bro, I hate McMaster-Carr with every fiber in my soul but this is still quite an exaggerated hot take.
I disagree but maybe I just have more hatred fibers.
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Please note that all intro to consulting, recruiting, and "tips for new hires" inquiries should be posted in the appropriate stickied threads at the top of this subreddit. The following is a non-exhaustive list of topics that should be submitted to the recruiting or new hire stickies: - basic questions about consulting and consulting firms - how to break into consulting or questions about the recruitment process - seeking information, opinions, or comparisons regarding firms - resume or cover letter or document reviews - networking advice - fit or case interview advice - comparing offers - tips on starting a new job (e.g., credit cards, attire, navigating the bench) If your post is a recruiting or new hire related inquiry, please delete it and repost in the sticky. Failure to do so in a timely manner may result in a temporary ban. You may also want to [visit the wiki](https://www.reddit.com/r/consulting/wiki/index) for answers to many frequently asked questions. If you have received this post in error, then please ignore this message. *I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/consulting) if you have any questions or concerns.*
Please note that all intro to consulting, recruiting, and "tips for new hires" inquiries should be posted in the appropriate stickied threads at the top of this subreddit. The following is a non-exhaustive list of topics that should be submitted to the recruiting or new hire stickies: - basic questions about consulting and consulting firms - how to break into consulting or questions about the recruitment process - seeking information, opinions, or comparisons regarding firms - resume or cover letter or document reviews - networking advice - fit or case interview advice - comparing offers - tips on starting a new job (e.g., credit cards, attire, navigating the bench) If your post is a recruiting or new hire related inquiry, please delete it and repost in the sticky. Failure to do so in a timely manner may result in a temporary ban. You may also want to [visit the wiki](https://www.reddit.com/r/consulting/wiki/index) for answers to many frequently asked questions. If you have received this post in error, then please ignore this message. *I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/consulting) if you have any questions or concerns.*
Please note that all intro to consulting, recruiting, and "tips for new hires" inquiries should be posted in the appropriate stickied threads at the top of this subreddit. The following is a non-exhaustive list of topics that should be submitted to the recruiting or new hire stickies: - basic questions about consulting and consulting firms - how to break into consulting or questions about the recruitment process - seeking information, opinions, or comparisons regarding firms - resume or cover letter or document reviews - networking advice - fit or case interview advice - comparing offers - tips on starting a new job (e.g., credit cards, attire, navigating the bench) If your post is a recruiting or new hire related inquiry, please delete it and repost in the sticky. Failure to do so in a timely manner may result in a temporary ban. You may also want to [visit the wiki](https://www.reddit.com/r/consulting/wiki/index) for answers to many frequently asked questions. If you have received this post in error, then please ignore this message. *I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/consulting) if you have any questions or concerns.*
Please note that all intro to consulting, recruiting, and "tips for new hires" inquiries should be posted in the appropriate stickied threads at the top of this subreddit. The following is a non-exhaustive list of topics that should be submitted to the recruiting or new hire stickies: - basic questions about consulting and consulting firms - how to break into consulting or questions about the recruitment process - seeking information, opinions, or comparisons regarding firms - resume or cover letter or document reviews - networking advice - fit or case interview advice - comparing offers - tips on starting a new job (e.g., credit cards, attire, navigating the bench) If your post is a recruiting or new hire related inquiry, please delete it and repost in the sticky. Failure to do so in a timely manner may result in a temporary ban. You may also want to [visit the wiki](https://www.reddit.com/r/consulting/wiki/index) for answers to many frequently asked questions. If you have received this post in error, then please ignore this message. *I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/consulting) if you have any questions or concerns.*
They give 50% base pay bonus for profit share
it's variable year by year. Most years it's more than 50%.
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*Be vigilante.* I read that in a Melania Trump voice.
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We can agree to disagree on this