Q&A With Thomson Reuters Employees

Depends on teams.

Yes

Performance is the biggest metric, but this is kind of ridiculous when you consider how quotas are set and how territories stack up (not fair, opportunities are not equal).

The job is very demanding.

Good performance in Sales.

This is not good, the job will take as much of your life as you're willing to give.

I think everybody likes Jim Smith, but he seems pretty removed from Legal. I think he's making good decisions for the company.

I relied on them a lot when I first started, it was great to have them available.

Somebody who can persevere working on their own, dealign with constant changes in people/company initiatives, and receiving little appreciation from management outside of performance (every month you start over).

Sales- all performance and if you're going to be a TEAM player.

My HR experience was not good, since they want to replace me after 5 years for lack of performance in one metric without engaging why this is a major challenge this year. My territory was re-aligned at the beginning of the year, and I had no input and none of my questions were addressed about how my total ACV value was reduced 40% while my quota was only reduced by 14%. This is a big miss for HR, letting management play games with people's opportunities and ultimately careers.

Sales- Regional Manager and then District Manager.

Terrible in the Sales channel, nobody wants to rock the boat or knows what is in store with Changes.

Westlaw Edge & Practical Law are great products, and there are a lot of very smart, passionate, and dedicated people working at the company.

Really strong in domain products, but there is a lot of improvement in so many areas outside of legal research (investment is needed).

One good thing to say -- in my group, we could pretty much make our own hours, as long as we did all our work and met performance metrics and took charge of a project now and then.

Strong culture and sense of purpose, a unique blend of traditional and hi-tech.

Comp for HR roles at TR is very competitive for the fintech industry

not too much beyond 9-5, great work life balance here

Very collaborative and strong camaraderie, diverse personalities and experience levels all add to a strong portfolio of skills and talent, fun crew to work with!

Strong leadership on the HR team at Thomson Reuters, many have been here for many years and are excellent mentors and managers!

good if you can take them

once a year if their are no constraints

Paternity leave

It is ethnically and gender diverse, not necessary diverse in thought.