Autosoft FAQ

Pros

Remote work options, generous 3 weeks PTO

Cons

No structure in the company and horrible upper management. Turnover is high and they still are letting people go from departments. The new pay increases are horrible. My salary is still not up to market rate and I have been here for years. No employee recognition or feedback. There is no company culture to even speak about here. Don’t believe the reviews or hype!

Advice to Management

Train and mentor employees. Create better morale within teams. Pay employees what they deserve.

Pros

The work is satisfying. Most of the people there are great.

Cons

The veteran employees, including managers are bringing the scene down. They are complacent and stagnant. They have no passion. The newer employees would love to drive change, but pushback from those stuck in their ways is hard to overcome. There is no reward for good work. Two years and only one small raise that not everybody received. Barely a cost of living increase. So many of us had vacation time cut by new policies. And taking time off is not easily done. We all went to WFH and had costs because of it. In the office we had two computer screens given to us. We were expected to do the same work on one small laptop screen. We have all adapted and overcome, you could even say excelled; but no reward from management.

Advice to Management

If you want employees to stay and work better for you, show them a little appreciation. Let those who are doing exceptional know that you see them. If you want team players, be on their team too!

Pros

Remote work options, generous 3 weeks PTO

Cons

No structure in the company and horrible upper management. Turnover is high and they still are letting people go from departments. The new pay increases are horrible. My salary is still not up to market rate and I have been here for years. No employee recognition or feedback. There is no company culture to even speak about here. Don’t believe the reviews or hype!

Advice to Management

Train and mentor employees. Create better morale within teams. Pay employees what they deserve.

Pros

Very competitive base salary and benefits package. Amazing work/life balance. The staff that I interacted with was very talented and easy to work with.

Cons

Extremely high turnover across the company. While the market is red hot at the moment, the inability to retain talent is telling. Career growth / advancement opportunities are limited or non-existent and performance evaluations (when they occur) are incredibly informal. Even when they do occur they don't account for much. No formalized raise and/or bonus structure. There is a general lack of ownership & understanding of the product. It isn't uncommon for outage calls to consume 15+ people from most teams trying to determine who owns the problem, steps for resolution, etc. It isn't terrible, but there is a certain level of micromanagement occurring that can be annoying. Teams are extremely siloed and there isn't an effective strategy in place to communicate across the teams for things like over-arching code changes, changes to best practices / patterns, and other things like that. There is a bunch of "old guard" spread out across the organization so making changes to "how things are done here" can be challenging. The company goal is to "grow as big as possible" which isn't very inspiring . Leadership is extremely dialed in to the Glassdoor score and incentivizes staff to post favorable reviews which you can see if you compare the Nov/Dec 2021 reviews to the rest of the reviews in 2021.

Advice to Management

Artificially inflating the Glassdoor score doesn't fix the underlying problems that caused the score to fall in the first place. I think if you focused on some of the items in the negative reviews that have been left, you would see the score increase organically. However if the organization can't afford to do raises and bonuses (as an example), that is ok, but at least be transparent with the staff about it. I don't know how many times I heard from management that 'its being worked on', 'they are coming', or some other similar comment that didn't materialize. If you do decide to implement these programs please make sure the details of the program are black and white and that you do enough analysis to understand if the company can afford it so that you don't have to move the goal posts / cancel the program at the last minute. The snafu with the wellness benefit during the fall is a good example of how a well meaning program can cause so much angst for the staff. I believe that GO has an opportunity in the market, but I am not sure if the company has the correct leadership in place to execute the plan properly. My line manager was fantastic and I always felt that she had my back, but the senior leaders weren't very inspiring during their quarterly calls and I am not sure if they even liked each other. And, at least for the development team, it didn't feel like there was a unifying vision on what a given process should be, how we were going to handle some of the bigger problems, and so on. It felt like a free-for-all between all the teams.

Pros

- Good work/life balance - Good team - Good coworkers - Fair salary

Cons

- Mismanagement from the top - Vague/non-existent annual raise policy - Very high deductible health insurance - New CFO who thinks telling everyone about his second home is relatable

Advice to Management

Autosoft has the potential to be a great company. It really does. The main challenge, though, is the CEO owns the company and inherited it. He never went to business school, and though he's doing his best, he does -not- know how to run a company. If the CEO hired a President to run the company, and then just stepped back and became the private investor, Autosoft could turn around and become extraordinary inside of a year. A good business person could do a LOT and launch Autosoft to the level of success the CEO dreams of. Until that happens, though, Autosoft is -always- going to be held back by the CEO's worries and concerns and uncertainty, because he doesn't know how to successfully run a software company. Delay after delay happens, unnecessarily, because the CEO thinks of software like a construction project, not like a software platform. Hire a president, Bryce. For your own sake, hire a president, sit back, and you might finally start to recoup your investment money and be proud of your company in front of your peers at NADA.

Pros

Strong dev shop, fun work environment. Remote long before covid

Cons

Everything is a top priority emergancy. What's is not the top priority comes in as priority 1. The company has been trying to correct grossly under market value salaries for 3 year but is not willing to actually pay market.