distribution associate

project engineer

plumber

senior project engineer

design engineer

Rheem Manufacturing

HTPG is the worst run manufacturer I have ever come across. I have seen many of them across the United States, none are as disorganized, unrealistic, manipulative, or out-of-touch as HTPG. 
Rheem will hire supervisors from outside the plant who come from these colleges who teach skills on a scantron and it really shows. They don't know practical application or common sense. They don't know how to plan, can't do basic math, have no solutions to even elementary problems, and have no social graces at all. The higher managers set goals a regular person can't possibly meet and rely on suppliers who run them out of products to even attempt to meet those goals. They are still telling Rheem they can produce and make over promises based on skewed statistical data. It's demoralizing to have a quota hanging over your head each day that you will never reach. Management constantly says "We have to reach goals, we have to do better." The workers are already doing their best. So, when you keeping whipping a horse that's already running 30 mph, he's going to throw you off. He's going to stop trying and stop caring.
HTPG can't even keep a basic production necessity coming into the building to keep the lines going, much less meet their impossible targets each day. They expect manufacturing abilities from a warehouse with roll tables. They've had OSHA visits over and over and keep failing at the same things because management has no solution to their problems. College doesn't teach people discernment and fundamental understanding. So, they come into these places only knowing answers A, B, C, or D. If the problem falls outside those answers, they're at a loss and it really shows. 
HTPG also expects their employees to work to exhaustion in the heat and cold for 10 hours over 4 days, then spring working all day Friday and sometimes Saturday and Sunday on them. If you have to call in, you get a point. Enough points, like 8 or 9, and they let you go. You can't be excused from getting a point, like a doctor's note or a death in the family, and you can't work off points, like working over or doing safety activities. So, if you have a bad year, you'll also lose your job. If you miss a day, not only do you miss on that pay, you get a point too. Let's add insult to injury, shall we? 
HTPG is unionized, but the Union is obviously in the pockets of the company. They take workers' money every week, but do absolutely nothing for them. They make concessions with the interest of the company in mind, not the workers. The Union is terrible with negotiating, but will tell you they are giving you the world.  
The environment at HTPG is strained. If you are the type who likes to work, you certainly do not belong there. There are people there who will just sit around all day and let you work yourself to a frazzle. They think they don't have to help because of the Union and supervisors will back up that attitude. They will let favorites on the line sit around and tell a hard worker to hurry up. Obvious favoritism and disproportionate work balance makes the rest of the workers angry. Those workers stop caring about their work and production suffers. Or they lose respect for supervisors who seem to award the lazy people and ignore or take advantage of the overworked. 
HTPG refuses to hire people to make up for a need when someone leaves. But, now, they have kids from the high school coming in under the label of "co-op" and learning the jobs and paying them only about 2/3's regular pay. So, it's a source of cheap labor for the company.
Speaking of pay, it and the insurance offered may be the only good thing about HTPG. The base pay right now is close to 15 dollars an hour. However, there was a listing from last month offering less than 13 dollars an hour, so they are really trying hard to hire cheap labor. Also, there are people who have been there for more than 20 years who are only making 2 or 3 dollars over base pay. That's atrocious, especially considering those same people also know multiple job functions on the line and are loyal and dedicated still to a company that is floundering and treating them so poorly. 
The negatives at HTPG far outweigh the positives. If you want a good job and you live in the Scottsboro area, go to Huntsville or wait until Google opens it's data facility. Rheem has a bad egg at HTPG in Scottsboro.

I had a temporary position at Rheem and, while the company’s overall mission seems admirable, my experience was frustrating and disappointing. The hiring process lacked transparency, as it wasn’t clear until late in the process that this was a temporary role through their internal temp service. This was misleading and set the tone for a confusing and poorly managed experience.

Once onboarded, I found the role to be disorganized, with unclear reporting lines and very little communication or support. Despite repeatedly asking questions and seeking guidance, responses were often delayed or nonexistent. This left me uncertain about whether I was performing tasks correctly or how my work contributed to the bigger picture.

The handling of my contract was the most disheartening aspect. For weeks, I was told that an extension was being processed, only to discover—through my own follow-up—that the decision not to extend had already been made weeks earlier. This lack of transparency and communication left me scrambling to find a new position with almost no notice, which felt highly unprofessional.

While the tasks themselves were manageable, the lack of guidance, feedback, and transparency made the role unnecessarily stressful. Rheem clearly has the potential to be a great company, but my experience revealed significant shortcomings in how temporary employees are treated. I hope future employees in similar roles are provided with better support, clearer communication, and a more structured approach to their work.

The interview process was lengthy, with three separate interviews over three months—first a phone interview, then a Zoom interview with three team members, and finally an onsite interview with HR. Once hired, I was told the position would be hybrid, with two days a week in the office which in reality was only work in the office those 2 days and no work from home. However, I quickly realized that the internship didn’t offer the hands-on learning I was expecting. Despite the initial promise of mentorship, I was often left alone in my cubicle for hours with little to do. There was no formal training, and when I asked for tasks, I was given vague responses like “click around on the website” or “the workload will pick up next week,” which never happened. Most of my tasks were minimal and easily completed in under an hour, and many days I was left without anything to do at all. The lack of meaningful work and direction made it difficult to stay motivated, and I often found myself dreading coming in. Just a couple of months into the internship, I was let go with the explanation that my productivity was lacking, which was frustrating considering the lack of work I was given. Overall, the experience was disappointing—I went into the role hoping to learn and gain experience, but I didn’t walk away with any new skills or knowledge. I think the company could improve by offering more structured training and ensuring that interns are given meaningful work to foster growth.

A typical day at work is to intellectually manhandle the poorest application of Oracle that I have ever observed.  During my 90 minute tutorial about the job on my 1st day, there was not a deep dive into the nuances of their Oracle system.  The onboard was very frustrating and not informative.  I blame the HR woman for this as they did not have a plan on how to train employees.

I really did not learn anything at Rheem.

My direct supervisor was very good, but she felt just as frustrated with the system as her department.  

The GM was too busy at special projects instead of correcting persistent problems.  On 1.2 million in sales, 350,00 of that was warranty.   The job duties and responsibilities were never improved and just mediocrely complete.

The people were nice.

The hardest part of the job was inconsistent direction from upper management, and there were no clear expectations or objectives.  Their version of the database operation system was horrific, and there was not any priority to fix the issues.

Most enjoyable part of the job was the drive to the plant.  It was easy to get to, no traffic whatsoever.

Throughout the interview process all of the persons conducting the interviews did not know the job offered and could not answer questions about the role. Each interview contradicted the other and no one was on the same page including HR.

Interview questions were definitely not chosen ahead of time and seems like all the hiring managers were randomly reading off a document. Hiring managers/interviewers did not seem at all confident that they knew what they were hiring for and stumbled on follow up questions I asked.

Training was subpar and there were not any official trainers, all tests and slides were to be read on your own while the “instructor” was “available in the background to answer questions” which was not true. Test and materials we needed to learn did not save so we could not get accurate measurements of our progress or understanding.

To make a long story short during and after training several unprofessional conduct was exemplified by my superiors which only got worse and although not directed at me was quite troubling to deal with.


typical call center actually this job is like a chinese sweatshop constant calls because they know they manufacture units that have issues so expect to be yelled at, cussed out, cried too about the issues homeowners have with their  unit. there is no escalation department or supervisors so if homeowner wants to escalate or speak with a supervisor there is no one available because they do not want to take any accountability they want the reps on the phone to handle it and if you try to escalate they will tell you not to.  Most trainers are helpful but once on the floor you will be thrown into multiple queues and a multi group chat to ask questions that take almost 10 minutes to get answers too and god forbid you ask the question again they will either ignore you completely or tell you to figure it out while keeping customers on hold.  advice to management find new manufactures or engineers to design your product and hire a escalation department or managers who are not afraid of taking accountability and not afraid to talk to homeowners. 

Basically working for Rheem was a good job.The money was good,insurance was a blessing. The only thing that I didn't care for was being treated like a childI did learn how to wire units,replace fan s.check out the motors,and do my own maintance on  my unit at home which is a Rheem unit. They the company would let you come up from the bottom to  fill management positions however some of these people would carry a grudge with them.I personally made lots of real friends anf am still in contact with.I spent more time with my co-workers than I spent with my family.When they had to have a quota so they would stand right behind you thinking that you would go faster that were. We would set quotas and go above and beyond them because we wanted to be the best.Working with your friends who were always their for you. If you missed a screw they would fix it. We always had each others back.I loved my job at Rheem and I hope to get another job with a company with the same kind of people.

I enjoyed working with my peers, who were great people.  Unfortunately, you'll get an up-close look at the Peter Principle with retail leadership.  Instead of real conversations on individual performance (good or bad) with your supervisor, you’ll receive surprise invites to virtual meetings with your supervisor and HR, where you’ll be shockingly confronted with false allegations.  Don’t spend time on providing evidence to support yourself, as this will fall on deaf ears.  Very disheartening after years of long hours of dedicated work with results, and watching many weeks of vacation disappear; all while doing what a VP told you to do (be aggressive with sales).  Don't expect rewards or acknowledgement for success in your own territory, as you'll receive an average of everyone else's work.  Very surprised to see this poor leadership style in an otherwise good company, and surprised to see their devaluation of other’s work experience and education.  I imagine that upper management will someday see through their charade.  

Rheem places a strong emphasis on hiring high-caliber professionals who are not only experts in their fields but also aligned with our values and long-term vision. 

One of Rheem’s greatest strengths is its leadership team. Leaders are approachable, strategic, and genuinely invested in building high-performing teams.  Talent Acquisition is viewed as a strategic partner to the business rather than just a support function. The recruiting team itself is highly collaborative, supportive, and driven. There is a shared focus on delivering an excellent candidate experience while also ensuring we bring in top-tier talent that will make a meaningful impact.

Overall, Rheem offers a positive, professional environment where Talent Acquisition is empowered to drive results, influence hiring strategy, and continuously improve processes. It’s a great place to grow your career while working with exceptional people!

What is the best part of working at the company?
IT is the poster child for no trust and no collaboration from the CIO and director levels down.  Management is under qualified for the positions that they advertise. Few have real experience or University degrees, and none have the graduate degrees they ask for. The infrastructure, laptops, end point security, network and production lines all fail daily.  So, plan on 60-hour minimal work weeks and weekend and holiday work.

What is the most stressful part about working at the company?
The no trust policy and outdated infrastructure.

What is the work environment and culture like at the company?
It is fun witnessing the No trust no collaboration Vibe and a lot of yelling at everything that moves...

What is a typical day like for you at the company?
12 hours of broken infrastructure repair with the CIO yelling down the chain

Top Job Titles	Average Salary
Distribution associate 1 salary reported	$20.75 per hour
Project engineer 6 salaries reported	$80,000 per year
Plumber 4 salaries reported	$80,000 per year
Senior project engineer 3 salaries reported	$119,667 per year
Design engineer 3 salaries reported	$95,333 per year

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