What is the hiring process like at Keurig Dr Pepper?

Co-workers are pretty solid. Pretty good comraderie.

Management has no vision or goal other than the production numbers for today. They sacrifice long-term reliability for short-term production goals. Management more worried about hiring/ promotions based on cronyism and being a "yes man" than skills and substance.

Since the merger, KDP has established a sustainable, growth-minded approach and has proven themselves a formidable challenger among competitors. Leadership makes astute decisions and leads with courage, many decisions of which lead to significant growth and share gains through and coming out of Covid. Strong leadership, smart decision making, clear objectives and communication.

The company prioritizes people and supports this priority with good benefits. However, culturally, there’s a lack of appreciation for current talent, often withholding promotions in favor of hiring externally and hypocritical practices in promoting in role (e.g. they’ll say they don’t promote in-role and then do it for others with very little to ok scope expansion as justification). Role rotation and development opportunities also slowed over the last few years with many getting “stuck” in a role for several years.

Long-standing, reputable brands with a strong legacy; decent benefits

The new CMO is a shill with a reputation for gutting companies, "ruining lives," and failing upwards. Plenty has been said about his leadership at Pfizer, and he is repeating the same disastrous playbook, laying off entire high-performing teams so he can get his ego stroked by external agencies while using buzzwords like, "content engine" with no real, sustaining plans behind it. It is deeply unfortunate that so many livelihoods have been affected during a recession due to his antics.

Decent job for the unexperienced/out of options.

Management: My former lead was originally hired as a custodian, and got in good with the former supervisor. A lot of people got passed over for the position for someone with absolutely no experience in it. Work until done: If you're in a location with sufficient staffing, you can easily get 8 hrs. If understaffed, be prepared to work 10+ hrs. continuously, with a high chance of working weekends as well, regardless of day or night shift. No HR on site: Meaning if you're terminated unfairly (as I was), there's no one to speak to about it. You're walked out the gate, and never hear back about appealing the decision. And no, having a hotline to the Ethic Committee doesn't help. Outside Responsibilities: You're not allowed to have any. If your children get sick and have no one to watch them/court hearing/medical appointment/etc., it does not matter, you are still expected to show up, even if you have PTO to cover missing a day. You will either receive a verbal/written write up, or you will lose respect in the eyes of management, regardless of your attendance record. Equipment: The pallet jacks broke down often, as the model we used wasn't suitable for the concrete flooring they ran on (a small crack in the floor would have a jack in the shop for 2-3 weeks), and the less used jacks were years old and not capable of operating quickly enough to meet picking goals. The headsets barely were usable, enough that I bought my own headset for $100+, just to be able to hear/speak clearly enough to pick my tickets. Turnover: After 1 & 1/2 yrs., I was the most senior picker. That's how high the turnover rate was. We always felt understaffed since even when a new hire was actually a good employee, they didn't last long (for varying reasons).

The company offered great benefits and a good salary, making it a financially rewarding place to work. The new buildings provided a comfortable and modern working environment. One of the highlights was my colleagues—they were fantastic, and I developed lifelong friendships that I plan to cherish. I genuinely loved my work; while it was challenging at times, it was always engaging and never felt boring or mundane.

There is a significant lack of opportunity for advancement, particularly for women of color. Despite taking numerous steps to promote my professional growth—including attending leadership seminars, hosting lunch-and-learn sessions, pursuing technical courses, and volunteering for special projects and committees—none of these efforts led to career advancement. I consistently took on additional responsibilities, such as implementing new programs and processes, yet I was repeatedly passed over for promotions. Even when I applied for a managerial position, I wasn’t considered, making it clear that growth opportunities here are scarce and inequitable.

The team environment here is exceptional. My colleagues are consistently supportive, and I've learned valuable insights about their roles and cross-team collaboration. Our diverse portfolio offers promising opportunities to innovate and deepen customer relationships. My immediate team stands out—we actively support each other's growth, which is crucial in our current climate. Most importantly, our managers and directors invest genuinely in our professional development.

Unfortunately, our once-strong company culture has declined significantly. The arrival of the new CMO has triggered organizational changes that have created tension throughout the company. With his previous track record from Pfizer, I’m unsure how this wasn’t a red flag for the company. Leadership's team restructuring decisions lack comprehensive transition plans, showing little consideration for maintaining essential business functions. Despite claims of improving operations, management provides few opportunities for employee input. The aggressive push toward AI integration undermines our marketing team's proven success. While AI is a useful tool, it cannot fully replace meaningful content creation. The decision to offshore work while diminishing our team's contributions is concerning. We now face uncertainty about our organization's future, with many promises remaining unfulfilled—though we do get donuts.

Prior to the new CMO I loved this job! Hybrid work schedule, household name brands, amazing pay and work life balance &most of the people in marketing were great people to work with!

New CMO cares more about getting schmoozed by external agencies to feed his ego than actually doing any thing of value for the companies he joins. It isn’t hard to read up on his reputation of destroying what he touches but now he has unfortunately added KDP to the list of companies that he has gutted, repeating almost comically his plan from Pfizer. He comes in, “evaluates”, conducts mass layoffs, and then goes on a self press tour where he just throws around buzz words without actually implementing a plan. He completely dissolved the internal creative agency despite them winning multiple awards with no real way to offset the workload or expense. It is just so disappointing that the rest of leadership has turned a blind eye to his recklessness, completely disregarding the lives of the people who work for them!

Decent pay, acceptable working conditions

I applied and interviewed for weekend shift but once I was hired they said that the interviewer must have made a mistake and put me on the weekday shift. I never got transferred to weekend.