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      Cardinal Health

      Engaged employer

      Cardinal Health reviews

      Cardinal - The biggest US company you've never heard of... - Network Engineer Cardinal Health Employee Review

      4.0
      21 Jul 2008
      Network engineer
      Recommend
      CEO approval
      Business outlook

      Pros

      Cardinal is in an industry that is stable.

      Cons

      Cardinal Health is a huge company with over 80 billion in yearly sales revenue... yet 9 out of 10 people on the street know nothing about Cardinal because it does not service the consumer market. Beyond Cardinal's base business (80%) of pharmaceutical and supply distribution, Cardinal was built on acquisitions. Each company used to operate autonomously under the Cardinal umbrella until 2002. The transition for employees to a single "Cardinal Health" company has been difficult - - new benefit plans, information systems etc.

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      5.0
      28 May 2026
      Quality control chemist
      Recommend
      CEO approval
      Business outlook

      Pros

      Flexibility. Great people to work with. Good PTO.

      Cons

      Minimal movement to move up within the company

      2.0
      15 May 2026
      Quality control specialist
      Recommend
      CEO approval
      Business outlook

      Pros

      - Good benefits - Easy training - They strive to understand how to get someone to their fullest potential

      Cons

      - No concrete track for promotion, to the point that it seemed impossible - They will not listen to their workers - Management on-site and higher up are very lazy - They will expect you to do the work that they schedule, even if it is impossible to complete - From the perspective of my role in quality control, it seemed impossible to make management, and also production in general, understand the time it takes for certain procedures and tests to be completed and reviewed. - Our entire site is getting shut down, and they are just now ramping up production to meet quotas and schedules. While, at the same time, keeping our severance estimations as vague as possible. - Low to no incentivization for anything

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