TransLoop Reviews

4 guys from TQL started a company, claimed to do things differently, and somehow operate even WORSE than how TQL does. Claim their comp plan is better than any other brokerage, but you will see it is not whatsoever. Word on the street is, they are about to start churning and burning employees as well just like their counterparts. Work hours are 7-5, and the CEO checks slack to see who logs off earliest for the day (starting at 5). He will also message you throughout all hours of the day (as late as 8-10pm). They expect you to chose work over your personal life. Wouldn’t be surprised if the CEO gets in trouble for HR violations, Micromanagement is their way of life. Avoid at all costs.

• The workplace culture has significant room for improvement and can feel exclusionary at times. • Work-life balance, independent thinking, and personal values may be challenged by the demands of the organization and pressure of leadership. • Leadership places a strong emphasis on public acknowledgment and recognition efforts, which can sometimes feel performative and disingenuous. • Compensation does not always align with effort, with notable disparities in rewards and recognition among employees, favoritism is alive and well. • Career growth appears limited without strong alignment to leadership preferences and demands. Includes being amenable to gross improprieties. • Management practices often lack transparency, accountability, and experienced oversight. • Commission structures are not clearly communicated or consistently detailed. • While some offices seem to have positive environments, the Chicago office faces notable cultural challenges due to inexperienced leadership and lack of emotional intelligence. • HR's responsiveness and support for employees are perceived as inadequate and nonexistent. • Leadership predominantly reflects a homogenous background and relies heavily on internal networks, leading to a lack of diverse and experienced perspectives. • Despite claims of differentiation, the business model and practices align closely with industry norms like TQL, with a focus on owner profitability and stepping on employees • Hiring decisions sometimes prioritize quantity over experience, resulting in management and support staff gaps. • Feedback and criticism are not well-received, and opportunities for employee input are limited. • Business ethics, employee autonomy, and accountability require significant attention.