CVS Health
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What It's Like to Work at CVS Health
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 it like to work at CVS Health?
Strengths in purpose, robust benefits, and development pathways coexist with heavy frontline workloads, uneven management quality, and compensation concerns in key segments. Together, these dynamics suggest a mixed employer reputation that is highly role- and location-dependent, with corporate and certain specialized teams faring more positively than many retail and pharmacy sites.
Positive Themes About CVS Health
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Mission & Purpose: The company emphasizes a purpose-driven mission to reimagine and improve healthcare, with colleagues motivated by helping people on their path to better health. Feedback suggests this sense of purpose is a meaningful source of pride and motivation across many teams.
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Benefits & Perks: Comprehensive benefits include medical, dental, vision, 401(k) with company match, employee stock purchase, paid time off, parental leave, tuition assistance, wellness programs, and store discounts. Feedback suggests these offerings are viewed as a strong advantage and help attract and retain talent.
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Career Growth: Structured programs—leadership rotations, mentorship, tuition assistance, Workforce Innovation and Talent Centers, and clear internal mobility—create development routes across business lines. Feedback suggests employees can build skills and advance when they proactively engage with these pathways.
Considerations About CVS Health
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Workload & Burnout: Frontline retail and pharmacy roles are often characterized by understaffing, high stress, long shifts without breaks, backlogs, and pressure to meet metrics, diminishing work-life balance. Feedback suggests these conditions can impact safety, customer experience, and employee well-being.
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Weak Management: Accounts describe two-faced or unsupportive local leadership, corporate disconnect from store realities, inadequate training, and inconsistent policy execution. Feedback suggests a heavy emphasis on metrics over employee support, with limited help during peak demand.
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Low Compensation: Pay is frequently viewed as not commensurate with workload, with minimal raises and feelings of being undervalued even among strong performers. Feedback suggests this is especially acute in customer-facing and entry-level roles.
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