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Continental Battery Systems

Engaged Employer

So bad, it's funny. - Sales Manager Continental Battery Systems Employee Review

1.0
Oct 11, 2016
Recommend
CEO approval
Business Outlook

Pros

It's heartening to see so many accurate reviews on Glassdoor, and I am definitely not talking about the reviews with more than two stars. The shallowness of the HR guy's responses to previous reviews just asserts what I already knew about Battery Systems. They are not a company to waste your time with, trust me. They are not a company that cares about you, at all. And they are certainly not a company that has a shred of loyalty. The previous reviews sum up what's wrong with Battery Systems. Just take a look at the amount of people who have clicked on the "helpful" tab at the end of the honest/real reviews (as opposed to the clearly fake positive reviews). Someone in HR has way too much time on their hands I think.

Cons

Without hesitation I can tell you that the vast majority of the positive reviews are being left by the same person, and not by genuinely happy employees, current or otherwise. This company and everything it stands for, is a bad egg. No training, terrible pay & bonuses, and no support from the management. Quite honestly you would be better off going to work at Burger King. At least they'd provide you with some job satisfaction, free food, a uniform and a similar rate of pay (without the BS).

Explore other reviews about Continental Battery Systems

5.0
Oct 14, 2025
Recommend
CEO approval
Business Outlook

Pros

Growth is at forefront Multiple distribution locations

Cons

Insurance is not great Priced above competition

1.0
May 7, 2026
Recommend
CEO approval
Business Outlook

Pros

Strict no overtime policy resulted in consistent work schedules and work life balance. Gained valuable skills and maintained inventory accuracy with the WMS. Developed strong attention to detail due to the high accuracy needed for the job.

Cons

Denied combined cost of living and performance increase based on a single day of lateness, resulting in a corrective action report. Company handbook specifies that any corrective action prevents receiving either increase. Disconnected corporate structure and poor communication from main office. Branch mostly left unsupervised but held to unclear standards without training. High turnover due to management unwilling to pay living wage, causing difficulty hiring and retaining staff, especially in higher cost areas. Company focus on short-term 'resilience training' shifts the burden of burnout to employees, rather than addressing systemic issues like unlivable wages and profit-driven management practices.

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