Compare DAVIDsTEA vs Kerry Foods BETA

See how Kerry Foods vs. DAVIDsTEA compare on employee ratings, job openings, CEO approval, business outlook and more.

Employee Ratings

Overall Rating
(full-time and part-time employees only)
3.1
(based on 412 reviews)
3.4
(based on 80 reviews)
Career Opportunities
3.0
3.1
Compensation & Benefits
2.5
3.1
Work-life balance
3.1
3.0
Senior Management
2.6
3.0
Culture & Values
3.6
3.5
CEO Approval
DAVIDsTEA Ceo Herschel Segal
20%Herschel Segal
Kerry Foods Ceo Duncan Everett
82%Duncan Everett
% Recommend to a friend
54%
60%
Positive Business Outlook
31%
33%

Salaries

Salaries for similar jobs
Tea Guide94 Salaries
CA$12/hr
Store Manager42 Salaries
CA$44,786/yr
Assistant Manager18 Salaries
CA$15/hr
Warehouse Associate1 Salaries
CA$16/hr

What Employees Say

Pros
"50 discount"(in 58 reviews)
"Employee discount"(in 38 reviews)
"Kerry foods"(in 10 reviews)
"Work life balance"(in 5 reviews)
Cons
"Upper management"(in 32 reviews)
"Full time"(in 23 reviews)
"Long hours"(in 5 reviews)
"Work life balance"(in 3 reviews)
Featured Review
"Great Company"Sep 10, 2019

Former Employee - Tea Guide

I worked at DAVIDsTEA part-time for more than a year

Pros

Great company to work for! Lots of opportunity - a very fun environment

Cons

not many that i can think of

Former Contractor - Warehouse Associate

I worked at Kerry Foods for less than a year

Pros

Good workout, great team environment. Possibility of being hired on full-time. Benefits when hired are versatile.

Cons

Learn-on-your-own mentality. Work responsibilities are varied and under-defined. Management does not take safety risks and/or policie(s) procedure(s) seriously. Extra work will be assigned with no... consultation or communication. Staying after-hours to complete your work is assumed to be required of specific people but not others. Reprisals will occur if you speak up about an issue to management. Work security is virtually non-existant until you are hired on.

Advice to Management

Communication must be improved drastically between workers, management and upper-management. Eliminate the blatant favoritism and bias from the work ethic structure of the warehouse. Dispense 1% of... the bonuses of upper a management to the workers who allow them to reach their quota. Bring all employees up-to speed about all work safety policies and procedures through an extended series of meeting(s). When an issue of any type is brought up, the employee who brought it up should not fear being ignored or punished for attempting to follow reporting procedures.

Job Postings