A little let down - Corporate Headquarters TTX Employee Review

3.0
30 Apr 2013
Recommend
CEO approval
Business outlook

Pros

The company paid benefits were amazing. We had free medical and dental, a full pension plan, 401K match and we paid into RRB vs. SSA which is more costly per paycheck but the benefit at retirement is much more secure.

Cons

TTX is an "old school railroad company". The company operates in a "if it isn't broke ~ why fix it" mentality. They have all the money in the world to make things better, but a huge majority of the staff would rather not change the way they have been operating since 1979. Also, if you are cute, you'll move ahead real quick because the leaders of the company are a pack of "good ole boys" who like to have pretty faces visable at any cost. Even when it comes to companies getting bids for internal work, the team with the best looking people gets the job, not the most qualified. There are also alot of behind the scene scandals going on that pose a hugh conflict of interest. Some leaders own their own companies outside of TTX and guess who TTX employs to do the work? You got it! The leaders companies! Something seems a little off on that one, but no one seems to care about that.

Explore other reviews about TTX

5.0
5 Jun 2026
Recommend
CEO approval
Business outlook

Pros

TBD this is all very new

Cons

None so far, everyone is polite. If you have to throw rocks, rail equipment does not go into a shop / under a roof much. You better be able to tolerate a bit of weather. Not so much a con as a fact.

3.0
9 Jun 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

TTX has real upsides if you fit the profile. It’s stable, recession-resistant (railcar leasing doesn’t evaporate in a downturn), and mid-career lateral hires can land meaningful compensation bumps. The perks are legitimate.

Cons

The cons are harder to ignore. Comp sits below market median. Benefits have quietly eroded — the no-premium healthcare that used to be a flagship perk is gone — and RTO crept from two days to three. But the real issue is structural. Large parts of the org are optimized for the appearance of productivity rather than measurable output. If you’re results-driven, you’ll hit a ceiling fast — not because of your performance, but because the incentive structure doesn’t reward movement. Lifers dominate, and the institutional default is status quo preservation. Attrition tells the story: most ambitious hires are gone within two years. TTX is an exceptional landing spot if comfort and stability are the goal. If they’re not, the stagnation becomes suffocating quickly.

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