Compare Molson Coors Beverage Company vs Kerry Foods BETASee how working at Molson Coors Beverage Company vs. Kerry Foods compares on a variety of workplace factors. By comparing employers on employee ratings, salaries, reviews, pros/cons, job openings and more, you'll feel one step ahead of the rest. All salaries and reviews are posted by employees working at Molson Coors Beverage Company vs. Kerry Foods. Learn more about each company and apply to jobs near you.
- Molson Coors Beverage Company scored higher in 6 areas: Overall Rating, Compensation & Benefits, Work-life balance, Senior Management, Culture & Values and % Recommend to a friend.
- Kerry Foods scored higher in 1 area: CEO Approval.
- Both tied in 2 areas: Career Opportunities and Positive Business Outlook.
What Employees Say
- Molson Coors Beverage Company had 23 more reviews than Kerry Foods that mentioned "Work life balance" as a Pro.
- Molson Coors Beverage Company had 4 more reviews than Kerry Foods that mentioned "Work life balance" as a Con.
- Molson Coors Beverage Company had 2 more reviews than Kerry Foods that mentioned "Long hours" as a Con.
I worked at Molson Coors Beverage Company full-time for more than a year
Great company to work for With great culture and people
Can be very competitive at times.
Advice to Management
Keep up the good work
I worked at Kerry Foods for less than a year
Good workout, great team environment. Possibility of being hired on full-time. Benefits when hired are versatile.
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.