What do you like about working at R.R. Jones Associates?
"The flexibility to work on my own with minimal supervision and I am trusted with the decisions I make."
Do you have any tips for others interviewing with this company?
"They should be prepared to work hard and understand the discipline required to work unsupervised."
What don't you like about working at R.R. Jones Associates?
"The lack of growth potential as it is a small company."
What suggestions do you have for management?
"The company should be more agressive in growing the business by the addition of quality lines."
R.R. Jones Associates has an overall rating of 3.5 Average Rating out of 5, based on over 1 R.R. Jones Associates Review Ratings left anonymously by R.R. Jones Associates employees, which is 10% lower than the average rating for all companies on CareerBliss. 100% of employees would recommend working at R.R. Jones Associates.
R.R. Jones Associates employees earn $60,000 annually on average, or $29 per hour, which is 9% lower than the national salary average of $66,000 per year. 0 R.R. Jones Associates employees have shared their salaries on CareerBliss. Find R.R. Jones Associates Salaries by Job Title.
100% of employees would recommend working at R.R. Jones Associates with the overall rating of 3.5 out of 5. Employees also rated R.R. Jones Associates 4.0 out of 5 for Company Culture, 4.0 for Rewards You Receive, 2.0 for Growth Opportunities and 4.0 for support you get.
According to our data, the highest paying job at R.R. Jones Associates is a General Manager at $60,000 annually. Browse R.R. Jones Associates Salaries by Job Profile.
According to our data, the lowest paying job at R.R. Jones Associates is a General Manager at $60,000 annually. Browse R.R. Jones Associates Salaries by Job Profile.
According to reviews on CareerBliss, employees commonly rated the pros of working at R.R. Jones Associates to be Company Culture, People You Work With, Person You Work For and Rewards You Receive, and cons to be Growth Opportunities and Work Setting.
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