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Genting Employee Job Reviews in the United States

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4.7
Average Rating
(based on 1 Genting Review Rating)

Ratings by Category

Company Culture
4.8
Growth Opportunities
4.1
People You Work With
4.7
Person You Work For
4.8
Rewards You Receive
4.7
Support You Get
4.8
Way You Work
4.8
Work Setting
4.8
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Project Executive
Person You Work For 4.8 / 5 People You Work With 4.7 / 5 Work Setting 4.8 / 5
Support You Get 4.8 / 5 Rewards You Receive 4.7 / 5 Growth Opportunities 4.1 / 5
Company Culture 4.8 / 5 Way You Work 4.8 / 5

Genting Reviews FAQs

Is Genting a good company to work for?

Genting has an overall rating of 4.7 Average Rating out of 5, based on over 1 Genting Review Ratings left anonymously by Genting employees, which is 21% higher than the average rating for all companies on CareerBliss. 100% of employees would recommend working at Genting.

Does Genting pay their employees well?

Genting employees earn $63,000 annually on average, or $30 per hour, which is 5% lower than the national salary average of $66,000 per year. 0 Genting employees have shared their salaries on CareerBliss. Find Genting Salaries by Job Title.

How satisfied are employees working at Genting?

100% of employees would recommend working at Genting with the overall rating of 4.7 out of 5. Employees also rated Genting 4.8 out of 5 for Company Culture, 4.7 for Rewards You Receive, 4.1 for Growth Opportunities and 4.8 for support you get.

What is the highest paying job at Genting?

According to our data, the highest paying job at Genting is a Project Executive at $200,000 annually. Browse Genting Salaries by Job Profile.

What is the lowest paying job at Genting?

According to our data, the lowest paying job at Genting is a Support Engineer at $55,000 annually. Browse Genting Salaries by Job Profile.

What are the pros and cons of working at Genting?

According to reviews on CareerBliss, employees commonly rated the pros of working at Genting to be Company Culture, Growth Opportunities, People You Work With and Person You Work For, and no cons.

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