Great company to work for. - Mechanic TTX Employee Review

4.0
Aug 5, 2016
Recommend
CEO approval
Business outlook

Pros

Benefit package and retirement also 4 day work week. Holidays and vacation. We have the tools to do the job with in a clean shop.

Cons

Good O'l boy favoritism .A lot of crooked people doing shady things for personal gain. Some management use the company like its there own personal business & do whatever to benefit themselves. People are promoted on the good O'l boy system not because they deserve it, favoritism is rampant & sickening. Management from North Augusta is over our shop in Jacksonville , what a joke, managing us from hundreds of miles away. we don't care how y'all do things your not always right but they think they are. I've been with the company ever 25 years , I like my job & other mechanics I work with but cant stand management. The kaisan program they started a few years ago is a waste of time everybody hates it, we have people coming up with some stupid ideas trying to tell us how to do our job & they have zero knowledge of working on rail cars.

Explore other reviews about TTX

5.0
Jun 5, 2026
Recommend
CEO approval
Business outlook

Pros

TBD this is all very new

Cons

None so far, everyone is polite. If you have to throw rocks, rail equipment does not go into a shop / under a roof much. You better be able to tolerate a bit of weather. Not so much a con as a fact.

3.0
Jun 9, 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

TTX has real upsides if you fit the profile. It’s stable, recession-resistant (railcar leasing doesn’t evaporate in a downturn), and mid-career lateral hires can land meaningful compensation bumps. The perks are legitimate.

Cons

The cons are harder to ignore. Comp sits below market median. Benefits have quietly eroded — the no-premium healthcare that used to be a flagship perk is gone — and RTO crept from two days to three. But the real issue is structural. Large parts of the org are optimized for the appearance of productivity rather than measurable output. If you’re results-driven, you’ll hit a ceiling fast — not because of your performance, but because the incentive structure doesn’t reward movement. Lifers dominate, and the institutional default is status quo preservation. Attrition tells the story: most ambitious hires are gone within two years. TTX is an exceptional landing spot if comfort and stability are the goal. If they’re not, the stagnation becomes suffocating quickly.

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