Eagle Creek Software Services FAQ

If you are assigned good projects with a good team, it's all good

Sometimes, you are assigned a project with no real goals and/or expectations. Feedback from senior management does not exist unless they think there is an issue. Staffing for projects is done without input of impacted parties. The bench policy needs to be communicated to consultants when on-boarded. The health benefit is very expensive for a family. No 401K match

Find institutional ways to grow your employees. Most consultants are remote, find a way to make them feel they are included, respected and important

No micromanagers, not hard work

No management whatsoever, no job security

Tell your employees that they will be let go more than 2 hours before their last day.

Compensation can be good, with caveat listed in Con Section. HR is competent at making sure you've completed and understand forms during hiring process and answer questions timely. Co-workers are friendly and will be your main reason for sticking around. Can be a good "foot-in-the-door" or career transition job for a short while.

As others have said, Sales will decide who they want on a project; if they dislike you for whatever reason, good luck with career progression as you'll have limited projects and limited pay increase. Compensation has as much to do with luck of the draw project assignment as it does skill (Seen many who do half the work of others get twice the raise). Supervisors are regular consultants with a fancy title: They are a shield for managers to pass information to employees with less blowback as supervisors have little to no influence and will simply pass on feedback. Management turnover is common, and if they stick around they change plans, direction, and mission statement regularly which means they don't really have a plan. Expectation is that you know or learn everything at once. Sales will direct you to study or learn A and B for upcoming possible projects, and if C or D becomes available you'll be reprimanded and belittled for not being proactive and learning them despite having zero knowledge of their existence. Oh, and be ready to have projects constantly underestimated and promises of over-delivery...and you'll be expected to do regardless of hours or pre-approved time off. For a smaller company they have very high turnover and limited job security. If sales/management can't/won't secure projects, instead of reassigning, they'll leave less skilled employees on their current engagement and let go of talented individuals.

Bring in someone who can manage correctly, with a proper plan, and the authority to enact it. As it stands it is the wild west as Management says what it wants, Sales does what it wants, and Consultants are left in the dark.

Engaged leadership with many opportunities

Too many cooks in the kitchen at times.

Eagle Creek is good for short term, "first job" experience.

Carrer people should avoid this employer. The management is nearly 90% sales people who "look for results." Those "results are rarely defined and therefore impossible to meet.

Stop hiring aggressive, "type A" people into management!!!!