route sales rep - RSR Route Sales Representative PepsiCo Employee Review

2.0
Oct 17, 2016
Recommend
CEO approval
Business Outlook

Pros

good benefits and pay only after so many years

Cons

management or dsl should I say do not know what they are doing only trying to cover there but, after 10 yrs with the company they decide to let me go ,this company is only good for the people who suck up to management if you speak up for youself you are not part of there group ,it is more about hitting your # other than that they don't care about you.they need to get of there but and help out on the routes ,instead of just waiting to see who will be the next victim to be written up ,it is the worst management I have seen in my career as a sales rep I recommend for you not to even work here in Harlingen tx there is so much hate and the environment is not one you would like to be around frito lay has changed for the worst.dont waste your time.

Explore other reviews about PepsiCo

5.0
Apr 16, 2026
Recommend
CEO approval
Business Outlook

Pros

Great company culture, fun people to work with

Cons

Lots of departments are silo'd and things move slowly

4.0
May 6, 2026
Recommend
CEO approval
Business Outlook

Pros

Worked for PepsiCo for 10 years across four locations in Pennsylvania, Delaware, and Florida. Gained experience in multiple sales and operational roles while supporting account growth, merchandising, and customer relationships. Florida locations were especially well-operated and efficient. PepsiCo provided competitive pay, solid benefits through Keystone, and a good vacation package compared to competitors in the beverage industry. The company also offered strong sales incentive programs, earning rewards such as Orlando Magic floor seats, Pro Bowl tickets, Apple Watches, and Yeti cups for exceeding performance goals and driving sales results.

Cons

While PepsiCo promotes internal growth opportunities, many promotions and leadership opportunities appeared to favor college internship hires over long-term internal employees. In some cases, newer college-based management pushed corporate initiatives without fully understanding local market realities or account volume trends. For example, innovation products were sometimes forced into low-volume accounts where sell-through was unrealistic. Operationally, certain delivery processes could be improved, particularly with Tropicana products being stored in coolers on trucks for extended periods, which could impact product quality and increase waste. Work-life balance could also be challenging, as sales representatives commonly worked 50–60 hour weeks. Expectations from corporate leadership were often unrealistic, especially when customer representatives and drivers were expected to fully stock stores while servicing 15+ accounts per day. Experiences could also vary depending on whether locations were union or non-union operated.

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