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Cox Automotive main competitors are TheStreet, Kelley Blue Book, and Groupon.
Competitor Summary. See how Cox Automotive compares to its main competitors:
| Company | Founding date | Zippia score | Headquarters | # of Locations | Revenue | Employees |
|---|---|---|---|---|---|---|
| 1997 | 4.4 | Atlanta, GA | 1 | $7.0B | 34,000 | |
| 2005 | 4.3 | Hoffman Estates, IL | 5 | $1.4B | 85,000 | |
| 2012 | 4.4 | San Francisco, CA | 25 | $5.8B | 4,369 | |
| 1996 | 4.7 | Plano, TX | 6 | $5.7B | 8,000 | |
| 1957 | 4.4 | Saint Louis, MO | 3 | $22.5B | 80,000 | |
| 2017 | 4.6 | Tysons Corner, VA | 16 | $13.7B | 130,000 | |
| 2008 | 4.6 | Chicago, IL | 4 | $492.6M | 6,000 | |
| 1996 | 4.3 | New York, NY | 1 | $62.5M | 800 | |
| 1984 | 4.4 | Brookfield, WI | 73 | $20.5B | 44,000 | |
| 2011 | 4.7 | Cayucos, CA | 1 | $2.3B | 20,000 | |
| 1920 | 4.2 | Stamford, CT | 7 | $2.0B | 14,700 | |
| 1907 | 4.6 | Atlanta, GA | 6 | $91.1B | 481,000 | |
| 1926 | 4.0 | Irvine, CA | 1 | $57.0M | 500 | |
| 1898 | 4.4 | Atlanta, GA | 7 | $21.0B | 55,000 | |
| 2006 | 4.3 | Carmel, IN | 1 | $1.6B | 10,000 | |
| 1996 | 4.5 | Detroit, MI | 3 | $1.3B | 6,000 |
Rate how well Cox Automotive differentiates itself from its competitors.
| Company | Highest salary | Hourly salary |
|---|---|---|
Cox Automotive | $57,840 | $27.81 |
Lyft | $112,783 | $54.22 |
DXC Technology | $88,416 | $42.51 |
Fiserv | $86,206 | $41.45 |
TheStreet | $85,007 | $40.87 |
Groupon | $83,424 | $40.11 |
Pitney Bowes | $82,075 | $39.46 |
Sears Holdings | $80,168 | $38.54 |
Alliance Data | $77,868 | $37.44 |
MSX International | $74,210 | $35.68 |
Kelley Blue Book | $73,459 | $35.32 |
UPS | $73,262 | $35.22 |
KAR Auction Services | $73,045 | $35.12 |
Enterprise Holdings | $71,479 | $34.36 |
West | $63,336 | $30.45 |
Cox Enterprises | $51,716 | $24.86 |
Do you work at Cox Automotive?
Is Cox Automotive able to compete effectively with similar companies?
| Job title | Male | Female |
|---|---|---|
| Alliance Data | 41% | 59% |
| Fiserv | 49% | 51% |
| Groupon | 53% | 47% |
| Cox Automotive | 58% | 42% |
| KAR Auction Services | 58% | 42% |
| DXC Technology | 61% | 39% |
| Company | White | Hispanic or Latino | Black or African American | Asian | Unknown | Diversity score |
|---|---|---|---|---|---|---|
| 53% | 15% | 17% | 10% | 4% | 9.6 | |
| 65% | 16% | 9% | 7% | 3% | 9.8 | |
| 61% | 14% | 12% | 9% | 4% | 9.9 | |
| 60% | 15% | 11% | 11% | 4% | 9.9 | |
| 61% | 13% | 11% | 12% | 4% | 9.5 | |
| 62% | 11% | 11% | 11% | 4% | 9.1 |
Pension
The are outsourcing US jobs, and lots of them, to Vietnam. The culture has all but disappeared.
It used to be the people, but lots are leaving now that they have started the initiate to outsource oversees.
They seem to reorg around buzzwords. This years buzzword is fungible, meaning just keep moving teams around until people are frustrated enough to quit…so they can backfill with 3-4 Vietnam workers.
Invest in US employees. It’s better and work gets done to a much higher degree of quality than what we are getting back from Vietnam.
I didn’t really need to, I was working with the technologies they required, so it was an easy conversation.
It’s not as good as industry standard but the benefits (and used to be the culture because it was an awesome place to work up until a few years ago) make up for the salary deficiencies.
Over representation in that area. We literally had a meeting where they said we are incentivizing managers to promote POC
Doing the impossible delivery.