production technician

patient care technician

cultivation technician

technician

laboratory technician

Green Thumb Industries

GTI tried to promote that they want to help budtenders grown from within and become supervisors and eventually AGM and GM. However that’s far from the truth. It’s a friendship environment at any store I’ve seen and if you are friends outside of work with the upper management you’ll get moved up the ladder no problem. There is no recognition for hard work or for instilling new SOPs for the store. You get one yearly raise and in my 5 years at GTI the most I have ever gotten is 80 cents. 
People slacking and not completing their work responsibilities are never reprimanded. Everything just gets looked over constantly especially if it is one of their “friends” who are the culprit. 
I’m a supervisor and recently we got a 2$ raise but at the cost of losing out on being a part of tips. 
Our store personally averages 10$ an hour in tips per person working. We effectively got a 8$ pay cut as supervisors and told we’ll have more responsibilities as well. This also means my budtenders are now making way more per hour in tips with less hours in the tip pool. 
After asking how this came about I was told it’s because AGMs and GMs were complaining supervisors some days made almost as much money as them. 
So now the motivation to move up in the company is stopped at the entry level of budtender. Because who wants to become a supervisor when you make less than the people you’ll be supervising. 
My motivation was instantly shot down losing out on my tips I help earn daily. I sometimes spend half my day budtending because of short staffing and now I wont get any part of that money I’m getting tipped. 
There are no rewards for going above and beyond and certainly no recognition. Our store got a high placing last year out of our 80+ stores and that was thanks to the supervisors hard work along with the AGMs and GMs. One nice bonus is you get occasional sample bags. 


My self and my fellow supervisors now labeled “leaders in training” feel that we do the job of an AGM at times. We complete money orders, RTVs, intakes, reaching out to accounting, closing registers, closing the store, opening the store, METRC, ordering bags and supplies for the store. We do everything short of sitting in meetings and making the schedule. 
We are over run with work constantly. I do not feel satisfied at work, I do not look forward to going into work anymore. 

I still come into work every day and do my job to my fullest because my coworkers are amazing people who don’t deserve me to be lazy. My clients who shop with us make my day better even though the corporation has killed my soul. 


Working in the Security Operations Center started out with promise, but over time revealed a deeply concerning culture. On paper, this company looks like one of the best in the industry – innovative, fast-growing, mission-driven. But in practice, it operates very differently behind closed doors.

Since the SOC role came to fruition in July 2023, five people have already left, and not a single one of them left on good terms. The departures were so tense and disheartening that some felt genuine relief becoming jobless – which says more about the environment than any performance metric ever could.

The SOC culture was shaped by old leadership that often avoided accountability, and new leadership that has already driven out one of the most kind-hearted and level-headed people on the team. That alone speaks volumes.

There are ongoing behaviors that are difficult to call out because they're subtle, but if you're observant, you'll notice. There’s an inner circle culture that quietly decides who gets supported and who gets sidelined. It’s the kind of place where performance feedback can feel less like development and more like quiet retaliation, depending on who you are and who you align with.

Professional development is uneven. Some get mentorship and opportunities, others get vague direction and are left to figure things out on their own. If you're not well-liked, the support that others receive may never come your way – no matter how competent or committed you are.

The communication style is polished and often appears holistic and fair, but the substance doesn’t always match. Ambiguity, selective follow-through, and carefully worded feedback can create a confusing experience that makes it difficult to advocate for yourself or feel secure in your role.

If you're someone who values fairness, open communication, and team alignment – be cautious. Document your experience daily and trust your gut. HR is present but may not offer the support you'd expect.

High turnover isn't random. People leave because they see through the gap between what’s said and what’s actually done. For many, this becomes a hard lesson in workplace politics and how appearances can be deceiving.

Still, this experience taught me something valuable – how to recognize toxic dynamics early and how important it is to value my time, my energy, and my peace of mind. If this resonates with you, let it serve as a sign to move forward carefully. Your well-being is worth more than any job title.


Joined Green Thumb Industries with high hopes, but I am deeply saddened by the reality of working here. Employees are treated more like machines than valued team members. Every aspect of the workday feels heavily monitored, from strictly timed breaks to the constant scrutiny of performance metrics. While the company profits continue to increase, employees are penalized for going over their allotted break times by even a minute.

From the moment you arrive, it’s a race against time. You’re rushing in to quickly change, clock in, and get straight to work, and you’re running out by the end of the day, utterly drained. The work is physically demanding, strenuous, and made worse by the high-pressure, stressful culture.

The phone policy is so rigid that you can barely set up a podcast or music station to help you get through the day. There’s no downtime allowed whatsoever. The work demands are relentless—you’re expected to keep going even when you’re physically and mentally exhausted.

Morale among employees is at an all-time low, and the work-life balance is virtually nonexistent. Mandatory overtime has been imposed for months with no clear end in sight, leaving employees with little time to rest or recharge. On the flower team, production expectations are incredibly high—1200 grams of leaves per hour—and they’ve recently raised this standard even further.

Management’s lack of transparency exacerbates the hostile work environment. They often say one thing but fail to follow through, creating a culture of distrust. If you voice concerns, even casually among peers, you risk being called into the office by management, further fostering an atmosphere of fear and suppression.

It’s disheartening to see a company with so much potential heading down a path that many startups have taken—starting out employee-focused only to shift entirely toward profit at the expense of their team. What will happen when employee turnover becomes higher than intake? Without significant change, Green Thumb Industries risks losing the very people who are the backbone of their operations.

I can’t help but wish this company was unionized. A union would ensure better pay, fairer treatment, and give employees a much-needed voice. Unfortunately, this is not a place that prioritizes employee happiness, growth, or satisfaction. 



Everything is on a cycle so it's the same thing every week. Despite that and despite what you actually got down last week you'll be rushed. Everything is always made to seem super critical. Have personal reasons like family that keep you from work? Well that sounds like "a lack of proper priorities" and yes it will come up in review and yes it will effect job opportunities. You were given two 10 minute breaks that start as soon as you stand up from your working area and still counts while you change in the locker room, so really its more like a 2-3 minute break. Youll often see people trying to speed smoke or snack since the whole "going to break" action takes about 4-5 minutes before you can actually get there after changing/walking that far, another thing that just "isn't their problem". Most work decisions were openly discussed and decided at a bar afterwork so if you don't go you don't get considered for anything or have any input. Most people get let go before they get to finish their first 90 days for no clear reason. The turnover rate is incredibly high so if you work here it's hard to get close to anybody without the risk of never seeing them again by next week. During my time there it didn't take long for me to go from "new guy" to one of the oldest techs they had. They had one original employee left who was looking for a way out and then not a single person who had been there much longer then a year. The culture definitely had a shift from what they claim to be towards something very suit and tie, it's all about getting big numbers and making "the dankest dank". They have totally forgotten the patient and just want to make money, none of which they'll ever let you see. After everything I just wrote they still only want to pay you barely above minimum wage and then act like they did you a favor all while dangling a potential raise (25 cents) above your head. You'll get a dollar raise after a year which still doesn't actually help since they start you so low and there's a good chance they'll find a "company culture issue" before you even get that far.

When you start working in customer service, often times you expect your customers to be stubborn and occasionally hard to manage.. Now imagine dealing with the typical customer service struggles AND irresponsible, unprofessional, biased, and clueless leadership on top of that. 

! THEY’RE REALLY GOOD AT TRICKING YOU INTO THINKING THIS WORKPLACE IS COZY, FUN, AND EASYGOING. I promise you it is not. 

•NO ROOM FOR GROWTH- Good luck getting full-time and good luck keeping any hours as a part-timer as they constantly hire more to take your hours away. Promotions are basically a myth and even if you are promoted, you lose your tips entirely. 

•NO SUPPORT- If you’re struggling with something, management will basically tell you to figure it out yourself. When you do attempt to figure it out yourself, you’ll swiftly be talked down to because you didn’t do it the way management would have wanted you to. 

•FAVORITISM- If you’re not a part of the “in crowd,” you probably never will be and there is no rhyme or reason to it. You’re either besties with the big leagues or you’ll find yourself walking onto the silent sales floor as your coworkers quickly stop talking about you because the minute you walk away it’s time for the smack talking. 

•HR AND “EMPLOYEE RELATIONS” ARE OFFENSIVE AND CARELESS- It’s pretty much impossible to receive even the smallest of accommodations if you’re disabled and the Employee Relations team will probably ask you very invasive and personal questions about your medication and disabilities only to refuse to help you become a more successful employee with a little bit of help. 

•HIGH TURNOVER RATE- When I first started this job, I was told that the turnover rate is very low. During the last six months of my employment I watched at least 5-7 people come and go. 

I carried far more than my role required just to keep this place running. While management cycled in and out and had no real understanding of operations, I was the one holding everything together, training people, fixing problems, keeping compliance tight, and making sure METRC and inventory didn’t fall apart. None of that came from support. I taught myself everything while being thrown into constant pressure.

LITs are expected to function as management without the pay, authority, or backup. Breaks? Forget it. We skipped meals and tens just to keep the floor from collapsing because staffing was never where it needed to be. Meanwhile, management would leave early and still expect everything to run smoothly.

What makes it worse is the way high-performing employees are treated. Instead of being supported, they’re micromanaged and talked down to. There’s no accountability from leadership, just deflection. It creates an environment where you feel like you’re constantly being watched, questioned, or set up instead of trusted.

The culture completely shifted with new management. What used to be a strong, supportive team turned into a place where morale dropped, trust disappeared, and turnover skyrocketed. The only reason anything functioned during that time was because the team on the floor held each other together through it.

I learned a lot, but not because the company invested in me. I learned because I had no choice but to figure it out while drowning. Accountability is inconsistent at the management level, with operational errors often being redirected to LITs rather than addressed directly.

What is the best part of working at the company?
Free samples three times a year. 

What is the most stressful part about working at the company?
The team environment at times felt cold and unwelcoming, with minimal communication and limited collaboration between coworkers. This made it more challenging to ask questions and work effectively. Communication from management was often unclear or delayed, which impacted workflow and productivity. Requests for clarification were not always acknowledged or resolved. Also there seemed to be inconsistent application of accountability standards, with some employees experiencing significantly more scrutiny than others. Work assignments also did not always appear to be distributed evenly. Some roles were consistently more physically demanding, while others were assigned less strenuous tasks more regularly, which created a noticeable imbalance over time. This contributed to a work environment where expectations felt uncertain and support was limited. 

What is the work environment and culture like at the company?
Fast-paced work environment with decent pay and benefits. Some coworkers aren’t good to work with. Management communication and consistency could be frustrating at times. I wouldn’t recommend working here. Even if you are desperate because you’ll only be looking for employment somewhere else as soon as the novelty wears off. 

What is a typical day like for you at the company?
The day starts off with a morning meeting. There is picking, sublotting, verifying and toting in a fast-paced work environment. Overtime is technically not required but it always seems like there is work needing to be done. Accountability is big there. You’re always signing something so they know who did what. If you make mistakes they will leave a “paper trail” PIP Performance Improvement Plan in e-mails. This way they have proof that they not the problem, you are.

Overall
Like any company, we have different "cultures" at different sites. Overall, however, we have a talented and dedicated workforce led by strategic leaders who genuinely care about social justice, Inclusion, and Belonging. 

We make and sell products we are proud of. We have humble,  kind, and smart people who are fun to hang out with.

We know we have a ton of work to do and we strive to get better every day. 

Pros
- Make products we are proud of, 
- Have talented senior leaders who genuinely care about Inclusion and Belonging
- Have, overall, very talented and dedicated people. No slackers here!
- Move fast and have a strong focus on continuous improvement with people and processes. Nothing is perfect, but we strive to get better every day
- Give back to the communities disproportionately impacted by the War on Drugs. It is inspiring how many people volunteer and donate!
- Invest in leader and team member development, e.g., stretch assignment projects, on-demand courses, instructor-led courses, and informal mentoring
- Have employee-led ERGs to foster a diverse, inclusive workplace where people come together around a shared identity to talk, connect and collaborate
- Hang out with coworkers outside of work
- Recognize each other for strong performance, e.g., Mad Props awards, High Praise cards, Teams recognition messages, etc.
- Practice fiscal responsibility, so we can remain the most financially stable MSO


Cons
We have a "fast and furious" pace that is not for everyone. Sometimes we must remind our leaders to slow down with the rapid continuous improvement changes, so our workforce has a chance to adapt to last week's change before learning about a new one this week (especially in our stores).

We are still "playing catchup" to right-size our centralized systems, processes, and teams to support the growth we enjoyed over the last five years. With that said, we have made tremendous progress over the last two years on this front.

The interview and "culture playbook" that describe how inclusive and accepting the company is of everyone is immediately defied by management. RISE doesnt know their products or patients and refuses to learn, selling low quality flower for high prices; taking over a year to go to a tier pricing based on quality. Refusal from management to listen to any ideas of improvement, including how to get the inpatient flow more efficient causing long waits. Management delegates all work to supervisors, yet refuses to acknowledge their help. Pay raises are non-existant, having to fight for 1$ after a solid year of dedicated service. Position advancements are reserved for outside hires, with very little vetting process; have had 3 store managers use racial and bigotted slurs in the work place. Nothing is performance based, it is all about how much the store and district manager likes you; that is based on you just rolling with what the company does like refusing refunds/returns and answering emails off the clock. At multiple locations the work schedule comes out days before the work week, and gets altered during the week without notice; if you cannot accommodate you aren't a team player.

There are some good experiences though:

The patients you encounter are amazing! They stories you hear and the lives you help are so fulfilling. The other employees that you spend your week with are your rock; they care about you and the patients and do not always just follow the corporate bs. The discount you get on your medicine is adequate, but better is the discounts you get at other dispensaries for being in the cannabis industry. 

Wish the best for the employees, but RISE/GTI needs top to bottom reform.

Working in any cannabis industry makes an individual no longer eligible for any line of credit. As cannabis is not legal on a federal stand point,  you will be viewed as unemployed when applying for credit, even though federal taxes are deducted from every pay period. This company requires open availability for full time status, they will attempt to strip insurance benefits if not maintaining 35 hours even though the law in Illinois is 30. The company will put employees in a position where they may be breaking state/federal law just to appease company policey but managers will throw entry level workers under the bus as soon as the opportunity presents itself.  When legalization first happened it was a great place to work, now I've come to believe this may be the most toxic place I've ever been apart of.  I love the people I work with and the customers I get to see on a daily basis, but it's become a lot of stress to deal with. This company has a history of firing employees via phone calls, as such the fired employee no longer has access to W2s or any work related documentation effectively immediately.  Being fired over the phone leaves employees with no documentation of reason for termination and therefore ineligible for benefits such as Disability or Unemployment.  Not answering the phone may can be viewed as insubordination and a terminable offense. The Joliet (Colorado) location has a habit of sending out multiple schedules every month and managers will sometimes schedule employees outside of their availability leaving them with attendance points that may also lead to termination.  This company pays less than the state average for cannabis by more than $10. 

Top Job Titles	Average Salary
Production technician 8 salaries reported	$16.69 per hour
Patient care technician 3 salaries reported	$18.00 per hour
Cultivation technician 2 salaries reported	$18.00 per hour
Technician 1 salary reported	$18.25 per hour
Laboratory technician 1 salary reported	$16.00 per hour

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