Horrible - Anonymous employee CPKC Employee Review

1.0
9 Jul 2015
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

I can honestly say that the only positive is the pay. I've heard of people making six figures a year as a conductor when it is only their 2nd year on the job.

Cons

They seriously need to do a complete overhaul of the way they train their conductors. There is way too much emphasis placed on classroom training and memorizing the GCOR and not enough time spent out in the field actually learning the job duties. On top of that, there isn't special training for conductors on how to teach people who are just starting out their careers. I experienced verbal abuse, and almost got into a fight with someone who was frustrated that I didn't quite know as much about railroading as he did. There are other negatives about this company, like work-life balance and the management, but I won't go into that here.

Explore other reviews about CPKC

5.0
20 Dec 2025
Recommend
CEO approval
Business outlook

Pros

Great pay, and benefits, good environment,

Cons

First 3-5 years stressful until you get familiar and understand how railroads work.

1
2.0
29 May 2026
Recommend
CEO approval
Business outlook

Pros

Lots of opportunities to provide value

Cons

Poor leadership at the C-level. CIO has no control over the direction of the IT landscape beyond what is dictated to her by the CEO and other business owners. The IT environment is almost solely controlled by the demands of the business at the cost of being able to manage and adapt to needs. 20 years behind the market in the adoption of cloud technology. Existing cloud strategy was built by engineers pressed into the role of architects and learning as they progressed along. No automation or DevOps presence whatsoever outside what the platform teams use to simplify their own workloads. Remote work is considered a 4-letter word and is extremely frowned upon as anything other than an as-needed and pre-approved option. Business Continuity and Disaster Recovery are still done using backups and shadow copies of key infrastructure, and those key systems are decided upon at the time the tests are planned instead of testing the company's infrastructure in its entirety. Data centers are geographically separated, but are significantly disparate in what is physically hosted and accessible. Recognition and rewards are overtly encouraged, but are covertly handed out based on the level of visibility and impact to the business and stakeholders. Senior leadership constantly touts open-door policy and approachability, but give off vibes and impressions opposite of the overt policy. The company puts on a show of being diverse and inclusive. Case in point, the hiring of a female CIO. The problem is that working within an 'old boys network' leadership, it doesn't matter how inclusive and diverse the company appears because those elements are never given the opportunity to show their value.

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