Fake News - Anonymous employee RaceTrac Employee Review

2.0
May 30, 2018
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Flexibility Free drinks/coffee General location Most of the people are nice to work with

Cons

I’m going to venture a guess that almost every glowing review posted on or after May 21st is in an effort to combat the fact that this organization, which built part of its reputation on never having laid people off, just laid off over 100 people on May 21st and many are very angry and confused as to how they decided who was going to be laid off. Most were people of color, of a certain age or made too much money. This company is not as transparent as they tell themselves they are and try to sell to people. While I can’t deny there are things they do ok, the past 30+ days around here have been utter chaos with zero communication. Rumors of layoffs carried faster than immediate managers letting their people know what was really going on. Right now, those that didn’t get laid off are either too afraid to speak up and possibly lose their job or they’re looking for another job. I know over 20 people in the latter category. All I can say is, buyer be where.

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RaceTrac Response
8y
Thank you for submitting your feedback. Please know that RaceTrac does not discriminate against age, race or gender. We hear your concerns and want to let you know that we are here to discuss further if necessary. Please reach out to your team’s leadership or email employeerelations@racetrac.com.

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Cons

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Pros

-Industry experience -Cross-Department Networking -Close proximity to Braves Stadium and free parking -Considered a milestone or “foot-in-the-door” role, consider staying only 6months-1yr or go to Construction project management

Cons

-Special Projects was previously known for a strong, positive culture, which has steadily deteriorated due to ineffective leadership at both the departmental and executive levels. -The department is led by manager(s) who lack formal project management experience and certifications (e.g., PMP). Industry-standard project management practices are not followed, -There is a strict daily in-office requirement, pervasive micromanagement, and limited trust in employees. Favoritism is evident in management decisions. -Management prioritizes serving executive-level metrics over engaging employees, understanding their strengths, or aligning individual interests and skills to projects. -Employees are required to complete three weeks of in-store training, including third/night shifts, which can be uncomfortable and is not aligned with the role’s job description. -The interview process is excessively long and inefficient -Management demonstrates minimal accountability, with issues persisting unresolved over time. -Attendance at conferences and professional development opportunities is not encouraged broadly and is instead limited to select individuals and managers. -Leadership is effectively protected by HR, resulting in little to no meaningful organizational change despite ongoing issues. -Overall employees and stakeholders are constantly frustrated and treat everything like an urgency when not qualified to be one -Getting answers from people to move projects is challenging due to lack of resources and current employees busy with BAU work -Lots of political drama -No boundaries of receiving late night messages from management

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