Veritiv Corporation
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Veritiv Corporation Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Veritiv Corporation?
Strengths in collaboration, open communication, and visible recognition are accompanied by challenges related to workload pressure, perceived inequities, and change‑driven uncertainty. Together, these dynamics suggest a generally positive culture whose day‑to‑day experience varies by site and function based on operational intensity and local leadership consistency.
Positive Themes About Veritiv Corporation
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Collaborative & Supportive Culture: Colleagues are often described as friendly, helpful, and quick to support cross‑team goals, reinforced by a One Team mindset and collaboration tools like BRAVO. This creates a cooperative environment where people readily step in to help each other succeed.
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Open Communication: Leaders maintain accessible channels through listening tours, small‑group roundtables, and monthly webcasts to gather input and share direction. This cadence promotes openness across locations and functions.
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Recognition, Pride & Shared Success: Recognition platforms and celebrated accolades highlight contributions and reinforce pride in the culture. Public acknowledgment of teamwork and impact helps sustain a shared sense of success.
Considerations About Veritiv Corporation
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Workload & Burnout: High workload demands, scheduling pressures in some roles, and occasional understaffing create strain in day‑to‑day operations. These pressures can make the environment feel demanding at times.
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Favoritism & Inequity: Concerns surface around fair treatment, responsiveness to safety issues, and favoritism in certain areas. Such inconsistencies erode trust and a sense of equity across teams.
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Change Fatigue & Ineffective Decision-Making: Frequent organizational changes and shifting processes leave some teams unsettled and questioning decisions. Inconsistent local management approaches can amplify fatigue during transitions.
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