Educated and Innovative Talent Welcome - werkgeversreview Supervisor bij Caesars Entertainment

4,0
9 sep 2008
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Each property is its own business and is supported by HQ in Las Vegas. Upper management at my property seems to be very open to suggestions for process improvements. Many changes I have suggested since I began in January 2008 have immediately been given the green light and implemented. The company also seems to highly value a commitment to education, intellectual growth, and to genuinely recognize and value someone who is upbeat, positive and innovative. The overall company is dynamic and the business is always evolving. Our property encourages a healthy stream of new ideas and there are always contests and awards going on for employees.

Minpunten

Casino gaming is usually a 24-7 operation. Because of this, you need to be very flexible in your schedule. Almost NO employees at ANY property work 9a-5p Monday through Friday. Chances are, you will be working on almost all weekends and holidays. At the end of February, 2 private equity firms bought our company and took it private. The nature of this transaction has resulted in several mid-level supervisors, managers and assistants being laid off. Currently, this leaves the employees with a dark uncertainty as to what will happen to them and their jobs in the near future, thus many are more stressed out than usual.

Ontdek andere reviews over Caesars Entertainment

5,0
23 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Great company and opportunities to move up!

Minpunten

It is a lot of work but very worth it!

2,0
29 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Peers and teammates are supportive of each other. For a digital organization, the pay was very good but I believe they've significantly reduced salaries. Some of the managers were very good.

Minpunten

The Caesars Digital team operated in a flat organization, where some GMs were trying to actively manage teams of 75-150 individuals. Career growth is almost non-existent as a result. C-suite management was non-existent and came from finance or hospitality backgrounds. Org success was purely tied to annual EBITDA and without understanding of how a digital/engineering organization should be run, resulting in disconnected employees (most of whom were remote), lack of scalable structure, and zero oversight.

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