Compare Seetec vs Milestone Systems A / S BETASee how working at Seetec vs. Milestone Systems A / S compares on a variety of workplace factors. By comparing employers on employee ratings, salaries, reviews, pros/cons, job openings and more, you'll feel one step ahead of the rest. All salaries and reviews are posted by employees working at Seetec vs. Milestone Systems A / S. Learn more about each company and apply to jobs near you.
- Milestone Systems A / S scored higher in 8 areas: Overall Rating, Career Opportunities, Compensation & Benefits, Work-life balance, Senior Management, Culture & Values, % Recommend to a friend and Positive Business Outlook.
What Employees Say
- "Good working hours" was the most mentioned Pro at Seetec.
- "No training" was the most mentioned Con at Seetec.
I worked at Seetec full-time for more than 3 years
Good working hours and flexibility.
Pay and progression are very limited.
I worked at Milestone Systems A / S full-time for more than 3 years
- Flexible work hours - Salary
Review is specifically for Asia. No other benefits except for salary. People in non-sales roles have no say in anything and are treated as best as dirt (read - no value and respect). The higher... management sitting in Singapore has created a coterie of useless people who are used as (blind) eyes and (deaf) ears for everything. Non-communication between people and teams, non-transparency, groupism, raceism, one upmanship is widely practised in a dictatorial way by the upper management. No HR touch whatsoever for the remote offices and even if concerns, serious ones too, are raised they get completely ignored. If HR does look into grievances (very rarely), only that person is reached out to against whom the concern has been raised and the matter is closed!!! Highly incompetent, ignorant, self centric, and self-grandiosing people have been elevated as country managers who have the final say for everything even if they don't know facts and neither have the skills and willingness to dig up/listen to facts. No wonder the Singapore office in particular, and some other countries saw a high attrition rate where good and competent people left.
Advice to Management
Talk to grass roots level employees to understand the real pulse and facts who do most of the heavy lifting, and cut down on frequent useless manager's all hands which is a drain on $$. Lars and... Kenneth need to take a hard look at the way things are being run in Asia and do a seriously needed clean-up, especially at the top. Look beyond the curtain of Sales to see how people are being regressed and disrespected.