Fast paced and never boring - Field Mechanic Sunbelt Rentals Employee Review

4.0
4 Mar 2014
Recommend
CEO approval
Business outlook

Pros

There is something different everyday. You may be fixing equipment one minute and then setting up a job the next minute. The people are all good to work with as we work together with other stores and stores in different states. There is plenty of overtime, almost too much. The division handles Power, Temperature, Pumps, Dehumidification, Compressed Air and everything that goes with it so it hardly ever gets boring. The pay is great if you're in one of the union shops, but no so bad in the non union shops if you know your craft, are willing to learn and most of all work. Even though Sunbelt is a big company, there still is a family atmosphere and the CEO and VP's are regular guys that you can have a beer with.

Cons

Employees are spread thin (The reason for all the overtime). Emergency jobs take you away from family often without notice. You're on call 24/7 and that gets old QUICK. In the busy season, it seems like the company fly's by the seat of their pants (disorganized chaos most of the time). Sales doesn't talk to service and the technician gets the pleasantries when on the jobsite when everything goes south.

Explore other reviews about Sunbelt Rentals

5.0
5 Jan 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Good benefits, pay and voice is always heard.

Cons

Work life balance could be a little better.

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Sunbelt Rentals Response
5mo
Thank you for this 5-star review! We appreciate your feedback and hope you continue to grow with us. Thank you for all you do!
2.0
27 May 2026
Recommend
CEO approval
Business outlook

Pros

company truck, company gas, expense account

Cons

Coercive Non-Competes: Instead of retaining talent through fair pay and competent leadership, management uses overreaching non-compete agreements to trap their workforce. Seeing colleagues like Zane bogged down by these heavy-handed tactics shows a fundamental lack of respect for employees' career mobility. Pervasive Micromanagement: Leadership insists on controlling minor details, bottlenecking progress and alienating competent employees. The Sunk Cost Fallacy: Instead of learning from mistakes, senior leaders consistently double down on poor decisions, driven by an unwillingness to admit fault. The Peter Principle in Action: The executive team suffers from an overinflated sense of their own acumen, which barely masks a fundamental lack of competence. People have clearly been promoted to their level of incompetence.

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