Ford Audio-Video Systems Reviews

I'll start with Mrs Ford. She is probably the biggest reason that I quit my job after four years of employment. She encourages and promotes micromanagement, hostility, and distrust towards employees. I was not in upper management, yet I would get bombarded and harassed by the CEO of this company (Mrs. Ford) almost on a monthly basis. Onto Upper Management. Watch out for ALL the Division Managers.. These are horrible people who think they are better than you and they'll make sure you know it. Also, the entire time I was employed, never once had a review or a raise. Those are almost impossible to come by it seems.

High Turnover, Low Job Satisfaction, Horrific Employee Morale, Terrible Benefits, Old Systems, Worthless Processes, Zero Leadership The only good reviews are left by upper management or people who i specifically reached out to (employees who received promotions, anniversaries, new hires, etc). In the recruiting department, we had the impossible task of hiring 100+ people across a dozen divisions, with our glassdoor reviews being appropriately abysmal. So, I did the only thing I could do, and got a list of employees that were least likely to have a bad taste in their mouth, and requested that they complete a Glassdoor review. In hindsight, that was immoral, and I hope that very few people were fooled by any of those reviews. Again, to anyone that I met at a career fair, invited to apply from Indeed or Zip recruiter, or who saw one of my thousand job postings, I sincerely apologize. When I would bring up Glassdoor to Claire Ford and the Division Managers, they would treat the site as a conspiracy, saying that our competitors were the ones leaving bad reviews, or that they were paying Glassdoor to make us look bad. Absurd. I needed to stay for two years because I wanted to avoid looking like a job hopper, but this is one exception to the rule. Get out. Don't wait two years. Just update your resume and leave. Or better yet, don't apply at all. The application doesn't even have resume parsing so you will spend 40 minutes manually filling out an application only for the recruiter to ONLY look at your resume anyways. We will then send you a 45 minute assessment to gauge your cognitive abilities, motivation, and personality. Keep in mind that no one cares about your motivation or personality, and the hiring managers will only look at your cognitive scores. Plenty of great candidates would be locked out of the hiring process because they can't answer standardized questions from a useless assessment. We needed Installation Technicians who could use power tools and made them answer questions like "If the first two statements are true, is the final statement true? James bought Thomas a drink. Thomas bought Suzette a drink. James bought Suzette a drink. yes no uncertain" How does this pertain to installing video walls? Great question. But don't worry, even if you happen to do well on the Wonderlic, the recruiters will then bring you in for additional assessments. I'm talking a 20 question math assessment, 20 question grammar assessment, typing, 10-key, DISC, and guess what, the Wonderlic again! We would then compare your first Wonderlic score with your "proctored" Wonderlic score and make guesses as to whether or not you cheated on the first one. Keep in mind this is all before you even get 1 interview with a manager. Even after your interview, the hiring managers don't actually decide to hire you. No, instead the recruiters present you in front of every single division manager within the company on a weekly Thursday meeting. No joke, we will go over every single piece of data we learned, only for the upper management to then speculate as to whether or not you are "passionate about the AV industry." It would be hilarious if it wasn't so unbelievably unprofessional. Lastly, Ford AV will not pay you what you are worth. For example, our CFO retired last year and the Fords wanted us to replace him with a someone who had a CPA and would work for no more than $70,000 a year. This person would run the entire accounting department, and the Fords wanted to underpay them. I could keep going, but let's be honest here, plenty of other people have outlined these issues in great detail. I've read every single one of these glassdoor reviews, and I'm 100% serious when I say that maybe 3 of them are exaggerated, and the other 100+ are terrifyingly accurate.