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weigel broadcasting human resources

New weigel broadcasting careers are added daily on SimplyHired.com. 401K isn't matched until after a year (probably because there is such a high turnover rate), insurance is pretty pricey. This is not the place to make a career. if you're just out of school and want to work for peanuts, this is the place for you. Here, you can tell there’s a divide between departments. people working in manufactoring plants in china have it better. Okay if you're just out of school and want to "get your feet wet" and move on quickly. After two and half years as vice president and general manager of WCIU-Channel 26, Bob Ramsey was promoted Friday to executive vice president of local media for parent company Weigel Broadcasting. ... Got the run around from both the hiring manager and human resources chief regarding what was promised. Visit PayScale to research Weigel Broadcasting salaries, bonuses, reviews, benefits, and more! Jennifer B. Venable Vice President and General Counsel Board of Directors jvenable@capitolbroadcasting.com (919) 821-8933. Here is what is coming up next week on all new episodes of The Tamron Hall Show... Chicago local Dr. Ian Smith is the new host of season thirteen of The Doctors.

No experienece in production to give valuable insight. This will replace the current featured review for targeted profile. Mediocre to poor benefits, I worked at Weigel Broadcasting full-time for more than 5 years. They are very greedy, so the hourly rate is horrible; they don't value what you contribute; only criticize. Instead of treating you well when you contribute beyond your required role, they instead expect more and value you less. What is the compensation for a HR coordinator position? Family atmosphere makes me miss my coworkers. Very low pay for a lot of specialized work. Abysmal place. Rate your employer to help people make better career decisions. Titles don't mean anything here. Good stepping stone market, nice people to work with, but company under values and under appreciates its employees, Greedy Owners that Rarely Value the Employee, Great coworkers, but horrible career detour, Promotions Producer/Editor, Videogragher/Editor. Great people to work with, There is a huge disconnect with management and also to grow a company they must need to make changes Technology and Management Training , There is a Huge gap in training the sales team, There is no Accountability. Often found ourselves doing work that was never going to get used simply because we weren't given all of the information. They operate lean and all employees pitch in. Lots of different tasks to complete each day. You will work with good people here. I really enjoy some of the people I work with. Great coworkers however Weigel prides itself with paying extremely low wages, getting by with less experienced personal rather than recognize, utilize and appropriately pay experienced professionals. There are over 24 weigel broadcasting careers waiting for you to apply! Engineering has an egotistical jerk running the shop. I enjoyed the folks I worked with on a day to day basis and hanging out with them outside of work. People are definitely underpaid at Weigel. Reviews by Job Title, Weigel Broadcasting Co. Family and friends of management will receive special treatment over traditional hires. Human Resources emerline@capitolbroadcasting.com (919) 890-6008. Glassdoor will not work properly unless browser cookie support is enabled.Learn how to enable cookies. Pay way below. It’s not terrible, but it’s not great. I moved from Cedar Rapids (market size 90) to advance my career in Milwaukee (market size 35). What questions did they ask during your interview at Weigel Broadcasting Co.? "Great people to work with, competitive salaries" (in 5 reviews), "Good people producing good content" (in 4 reviews), "Low pay compared to other Broadcasting companies" (in 6 reviews), "Weigel's Human Resources department is corrupt and in need of a new HR representative or a formal investigation" (in 6 reviews), I worked at Weigel Broadcasting full-time.

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