Gerber Collision & Glass reviews

They only care about furthering their interests, meaning the executives. The decisions that are made are not done for the greater good of their employees, so keep this in mind before you apply. If you need a temporary job, it’s fine, but please, do not stay.

The biggest con is the gap between what the company says about people and how it actually treats high performers behind closed doors. In my experience, Gerber knows how to squeeze every ounce of effort out of someone and then call it opportunity. Long days become normal. Extra work becomes expected. Strong performance becomes a reason to pile on more, not a reason to promote or properly compensate someone. The recognition culture also wore thin fast. At first, the praise feels good. Then you realize praise is often the substitute for real investment. Awards, compliments, and positive reviews do not make up for being passed over, under-leveled, underpaid, or taken for granted. The HR culture was especially disappointing. It felt political, transactional, and exhausting. People were valued when they were useful, quiet, and willing to keep absorbing more. But if you started questioning the pattern, the tone changed. That is not leadership. That is control dressed up as culture. For an HR organization, the lack of self-awareness was honestly stunning. HR should be modeling trust, fairness, accountability, and healthy leadership. Instead, my experience was that HR was one of the clearest examples of the very issues the company should have been addressing.