packer

security officer

safety officer

material handler

warehouse worker

Henry-Schein

The biggest issue with this company is the fact that you have no job security. I worked for Henry Schein for 4 months.  I had a 100% Customer Satisfaction rating, took every call with a 5 out of 5 star customer rating from their customers and I was let go after 4 months. They baby you into the Dentrix software and train you for over two months before putting you on phones to support Dentrix.  Then you take Dentrix and Fee Guide Update customer calls.  You get about 12-15 calls a day.  At some point they train you on other aspects of their applications, but I never got that far.  I could've been trained on any of their applications and supported it better than most of their "Next Level Help" (who are not helpful most of the time), but I was never given a chance.  The probable reason for this is the fact that they are sending their employees back to the office now that the Covid lockdown is over.  So in a nutshell they took advantage of people looking for remote work, led them to believe that you can trust them to keep you around as long as you do a good job then drop you like a bad habit as soon as they get the chance.  It's a shame.  I'm left looking for work and wasted 4 months of my time trusting Henry Schein to treat me fairly.  They took advantage of those who were willing to help them out during the lockdowns. As soon as the lockdown was lifted they kicked us all to the curb.  They are the worst kind of company to work for in my opinion.  You are completely disposable and they will toss you out the door for no reason without a thought about you and your family's well being.  So if you decide to work for this company after reading this (especially if you are working from home) just remember that you have been warned. Keep looking for a better job while working there and take advantage of the good pay and time off they give you until the time comes that you are tossed out like an old newspaper. They are not a company who care about their employees.

Typical Day at Work:
Maintaining two Pharmaceutical Distribution Centers is priority. The Customer Service demanded from Physicians, Dentists and Veterinarians lie not only on the Managerial Team, but the skilled Maintenance Technicians that keep our conveyors operational. 

The challenge in orchestrating an entire Maintenance Team depends on the tools in hand. They’re the ones that hold the instrument. We are the orchestrator that taps the podium, eyes the drummer, and starts the band. We have the potential to teach the instrumentalists additional skills.     

Management can be challenging. One should present professionalism at all times. There are times we may not like a Manger, however we do have to Respect the Manager. Management is the backbone to any successful Distribution or Warehousing Center. 

Coworkers can be the hardest working individuals. They are the ants on the hill. However they need Guidance, Structure, Positive Affirmation, and Rewards. There’s always potential advancement in Coworkers, depending on Performance. Coworkers can be performance driven. However some Coworkers could use additional training if their performance lacks.            

Hardest part of the job is walking Christ like. Displaying the professionalism in a political challenging work environment can be challenging. Knowing how to defuse conflicting and confrontational employees/mangers makes my managerial position an easier to maintain. 

When interviewed with my current employer, it was mentioned I was stepping into the worst operational DC network wide. It was also expressed turnaround in the maintenance department was at its worst. Six plus years later, with many spare parts on the shelf, adequate training, and now a confident maintenance team, we are 1st and 2nd best operational DC in our network. It is with great pride and knowledge of the Industrial field, which enabled this accomplishment.

● Work-life balance
Work life is pretty good for my area but each area operates differently. You are at the mercy of your team as they very heavily rely on OJT. If your team is not strong at training and you do not have prior experience you will struggle. Also the manufacturer schools are not all equal.

● Pay & benefits
PTO only no sick days. Schein is notorious for having a very very low pay and pay increases. Only when you become extremely specialized does the pay really start to go high. CIT are the most highly paid techs. I know that we in our area have a CIT 2 that makes more a year as a technician than his own manager.

● Job security and advancement
Advancement is stagnant and opportunities are rare. The upper management has a dated philosophy about education that would be better benefited by more experience. When these positions get filled by people with no experience but a education the pain is typically felt by the team.

● Management
I have been happy with the top levels of management from my position they generally seem to care about their employees. Area manager caller ROMs (regional operations managers) are typically green and are not left to much autonomy from corporate management. This makes progress and mission accomplishment extremely frustrating as the manager seems to have very little control.

● Culture
You have to be a people person. Even in repair. Do not bother trying to work here if you get easily irritated by outrageous behavior of customers. It comes with the territory.

● Overall
I would say my experience overall has been positive. The biggest issue is the lower starting pay and the the low raises. Also the training is at the mercy of the people you are assigned to. The Manufacturer training isnt always realistic to a real world office environment and requires the tech to think outside the box frequently. If you have poor critical thinking skills and/or are not a people person do not bother applying this job is not for you.

The company is one of the leading dental software providers in the UK, Ireland, Australia and New Zealand. 
As a senior training consultant working for SOE I travel mainly throughout the UK and Ireland delivering bespoke training courses at our customers sites; these are mainly dental practices but also NHS hospitals.
I will normally be on site for a week, configure the software, and train the staff over 2 to 3 days. As this training takes place mainly on site in dental practices, this means that I not only have to deliver the training, but also create a training area in the practice on my arrival. This takes a lot of instant organisation and creative thinking.
As I am on site for a week training and monitoring them on the first day they go live with the software, I have to be able to seamlessly fit into the practice so that I become part of their team for that week and not just an outsider watching them.
Although I mainly work in the UK and Ireland, SOE have also sent me to run courses in Holland, Latvia, Trinidad, Ghana, Qatar, Saudi Arabia, Dubai and Kuwait. This is due to my in depth knowledge of the software, ability to instantly adapt to a changing situation but mainly due to my personality, which allows me to easily adapt to different cultures and to fit in with the people and the cultures I am training in.
I am also often sent to challenging sites or to return to those sites who are dissatisfied with the software or training they have previously received as I am able to gain the confidence and trust with these customers, reassure them and resolve the situation.
Lastly I am currently the only trainer in the company who can deliver the training involving Report Builder and the creation of SQL reports. This is mainly with NHS Community Services and involves training their staff as well as creating reports for them.

The workplace demonstrated persistent operational and managerial deficiencies that negatively impacted employee morale, performance, and retention. The environment was high-stress and at times hostile, with leadership relying on micromanagement and authoritative oversight rather than effective guidance and support. Leadership practices lacked consistency, transparency, and accountability. 

Training processes were inadequate, lacking structure, documentation, and ongoing support. Interpersonal dynamics further affected retention, creating a perception that employees needed a strong tolerance for workplace pressure and alignment with prevailing management attitudes to remain employed. In practice, personal rapport with management appeared to outweigh performance or competency, resulting in favoritism and unfair treatment.

Management showed limited openness to feedback or process improvements, and employee concerns were frequently met with defensiveness rather than support. Complaints raised through appropriate channels were not addressed in a timely or substantive manner, and employees were not consistently provided formal opportunities to improve prior to employment decisions.

Favoritism influenced hiring, assignments, promotions, and retention, with less experienced individuals placed into management roles over candidates with longer or more relevant experience. This practice contributed to ineffective leadership, inequitable treatment, and high employee turnover, as more qualified employees were overlooked or left due to limited recognition and advancement opportunities.



You are put down at times by the management team.  You will often hear from management that it is not their job to learn to do what regular employees have to do, that they just have to make sure it gets done.  They are rude and disrespectful.  You don't get paid enough for all the work you do.  They will make people work multiple departments at one time and be completely overwhelmed with work.  People have walked out because of the disrespect, rudeness, and lack of leadership from the management.  Things were better with the old structure it used to have.  The company changed the leadership structure and put way too many bosses in the building and now no one knows who to report to.  There is too much favoritism.  Rules are bent constantly.  Regular associates are left to do team lead and management duties without the title or pay.  I used to love going to work every day.  Now, I dread going in.  The hardest part of my job is clocking in to begin the day now with how they treat everybody.  They make people not want to be there at all.  I never met the CEO, but I heard that he is a great person.  But, the management at the branch I work at is just awful with the exception of one.  The one that is great has been there for years.   The rest of the management team has started within the past 9 months and they have made it a horrible place to be.  The manager that used to run the building was great until she was demoted for no reason and then she transferred to her original branch because of what the company did to her.

As an intern in the tax department for 6 months, I was able to get a good sense of the corporate environment and both supporting and deteriorating aspects of the sound environment that Henry Schein wishes to maintain.  The company treats employees well and offers generous compensation and benefits packages (no benefits for interns, but salaried employees are taken care of well).  As an intern at a fortune 500 company I did expect to do a lot more than file paperwork and scan tax documents for 6 months.  At the end of my internship I had learned very little about tax and accounting.  Management seems to be overwhelmed and stuck in old ways, and it is clear that what has erupted across the globe as modern and adaptable job functions, has not ever made its landing at HSI.  My daily duties and tasks were never established nor evaluated.  The company promotes fun and stress management at the workplace, and invites all employees to holiday events (even halloween is celebrated throughout the entire office).  Overall, a great company and a lot of opportunity for internal advancement and mobility, however day to day business practices seem inefficient and divided among departments in a manner that prevents transparency without direct and explicit communication.

I am very happy to have my job in customer service. 
Pros: I get a monthly bonus,, the customers can be difficult (as with any other customer service job) but ultimately they are much more kind than any of the other CS jobs that I've had. I feel like I'm part of the team and middle to upper management really try to engage and lift the employees up even when constructive criticism is needed. Plus great benefits and because of Covid, we work remotely. 
Cons:
On the Reno team there are 2 or 3 quality assurance customer service reps that are rude and always seem to go out of their way to make you feel stupid or embarrassed  when asking questions. It feels like they think you're beneath them and they shouldn't have to be bothered. When getting monitored you are scored on a rubric. It is very useful to learn things with but you'll get marked down for very little things that any normal person may forget from time to time. There have been times when it has become extremely discouraging, even to the point of questioning whether I'm good enough for the job. With the QA's it's is an EXTREMELY fine line between doing too much or too little and they expect perfection.

Now in saying all of that. I am still very happy with Schein. I do the best that I can do and move on.

What is the best part of working at the company?
The daily interaction with my like-minded coworkers. This excludes, managers and supervisors with one exception, repair shop manager. Too many chiefs, and not enough… We’ll, you know.

What is the most stressful part about working at the company?
When they brought computers into the beach text workbench so they could micromanage every detail of what we did. It was hard enough to repair these hand pieces let alone having to enter every single part, estimate, codes, serial numbers, you name it we did it. It took the fun out of actually doing the work. Reinventing the wheel is what the higher-ups do to impress the higher ups. Psychopaths, all of them.

What is the work environment and culture like at the company?
When I first started, it was amazing! And that lasted a good eight years plus. It was fun, interesting, was able to interact with every tech. We were free, unhindered, and allowed to think on our own. And like everything, it all has to come to an end at some point. Sad actually. A lot of back stabbers towards the end. I enjoyed getting up and going to work every day. 

What is a typical day like for you at the company?
Enjoyable and fun. Out of 14 years the last three or unbearable. Very good benefits and vacation, accrued time, all that was good. See previous question #4.

Henry Schein offers good benefits: 401K, Paid time off (no sick time, any of your time off comes from your PTO), health/dental insurance coverage. Management is terrible. They lack compassion, incentives, room for career growth, amongst many other things. The team morale has been in the dumps for many years. There are some very unprofessional individuals in management. When interviewing, they sell the position as if it is more of an office setting than a call center. In reality, there is 100% talk time & they prefer quantity over quality. The call queues have customers waiting for 45+ minutes and they rarely hire people. When they do, it's in small groups, not nearly enough to cover the queues, leaving the employees to take on the stress of trying to take as many calls as possible to reduce the hold times. There is a lot of favoritism. The career path is a joke. You can only go so far. Once you reach the highest tier level, you can either become a part of the Developer team or a supervisor. Good luck with either of those positions being available because they rarely have a single opening every other year and even that's a stretch.

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