Compare Strata Decision Technology vs LiveWatch Security BETASee how working at Strata Decision Technology vs. LiveWatch Security 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 Strata Decision Technology vs. LiveWatch Security. Learn more about each company and apply to jobs near you.
- Strata Decision Technology scored higher in 7 areas: Overall Rating, Career Opportunities, Work-life balance, Culture & Values, CEO Approval, % Recommend to a friend and Positive Business Outlook.
- Both tied in 2 areas: Compensation & Benefits and Senior Management.
What Employees Say
- "Smart people" was the most mentioned Pro at Strata Decision Technology.
- "Livewatch" was the most mentioned Pro at LiveWatch Security.
- "Work life balance" was the most mentioned Con at Strata Decision Technology.
- "Livewatch" was the most mentioned Con at LiveWatch Security.
I worked at Strata Decision Technology full-time for more than 3 years
It's a very stable company in that it dominates its industry. Nearly everyone I worked with was kind and welcoming. The work is interesting and usually engaging. There is adequate room for growth in... the company no matter the position. When it matters, the perks in office are some of the best around. I would describe my coworkers as true Chicagoans. While they come from all over, they're all kind and happy and tend to have roots in and around the city. While there is some attrition, many people tend to stay at Strata for many years and it shows in the culture. It's just a very comfortable place to work at.
Depending on who you are and when you joined the pay can be low compared to the industry.
Advice to Management
I think Strata goes out of its way to make salaries relatively comparable across the board. Everyone is paid *well* and no one tends to go home without enough. That's great in most cases but if you... have some top tier talent, don't let it slip by underpaying or lowballing. If someone is consistently setting the bar and asking for more and hitting the "Exceeds expectations" mark then give them more money/responsibility/a promotion or maybe some clear goal to get more.