Cargill reviews

- most leaders have worked in Cargill for too long to change their ways of working. Inbreeding does not bring about positive change nor does it allow the birth of pedigrees. - too much internal networking expected. Read ‘politics’. One has to be in the other’s good books if they were to see things done. I can fully understand that this is so in many large organizations but in Cargill, this is taken a step too far. - too internally focused; the Cargill ‘relics’ think that the world revolves around Cargill. - paperwork seems to trump over practicality. Bosses favor paperwork. Whether it’s achievable or not, it doesn’t matter as long as it looks good on paper. - the trading mentality still courses through the veins of Cargill to the point that it takes precedence over product sales. Hence short term profits and deals is preferred over longer gain gains. - like many other organizations, Cargill want to go down the specialty route and command premiums, but this is merely lip service as volumes continue to take precedence. Coupled with the trading mentality, Cargill would never achieve this goal - systems are horribly employee unfriendly and not integrated. Obtaining data which is 100% accurate is impossible as different systems do not talk to each other. Hence a lot of time is spent on data verification. There is no global IT strategy at all as each business unit decides what to use. - if you are someone who can deal with the internal BS of having to network before things are done aka some politicking and brown nosing, like to given flexibility, authority and responsibility in executing, can talk loud and be heard in meetings, seen to be able to spew some kind of idea (whether it’s workable or pragmatic, that’s not the point), then Cargill is the company for you.

There is a lot of change, seems like always going through a new initiative or a new leader wanted to do something different. Must be adaptable to constant change and shifting priorities. HR function is/was still going through change and many great talent left b/c they didn't believe in the new direction of the function. HR function lacked inspirational leadership.