Compare Saputo vs Kerry Foods BETASee how working at Saputo 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 Saputo vs. Kerry Foods. Learn more about each company and apply to jobs near you.
- Saputo scored higher in 9 areas: Overall Rating, Career Opportunities, Compensation & Benefits, Work-life balance, Senior Management, Culture & Values, CEO Approval, % Recommend to a friend and Positive Business Outlook.
What Employees Say
- "Good pay" was the most mentioned Pro at Saputo.
- "Kerry foods" was the most mentioned Pro at Kerry Foods.
- Saputo had 2 more reviews than Kerry Foods that mentioned "Long hours" as a Con.
I have been working at Saputo full-time for more than 3 years
Great Management Great pay and benefits Great Culture Amazing PMO
None at all. It is one of the best employer in canada
Advice to Management
Keep doing 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.