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18 English questions out of 18
26 April 2019
In mid 2018 the original software company called InsightSoftware was bought by a US private equity firm, which subsequently merged it with several others, tripling its size but retaining the name. This means that reviews on this web site before and after that point don't really relate to the same company. The mergers also resulted in numerous redundancies, which is quite common in that situation, so bear that in mind. A more 'US corporate' style of people management was introduced which you may find more professional. Business processes in general are being streamlined and standardized, led by experts brought in from outside. The new CEO is an excellent communicator, very engaging and credible. The enlarged company should mean more opportunities to move around, role and location wise, and to work with a wider range of products. After the mergers, the management is trying hard to establish a new company culture and build a new community. The still-growing product portfolio should enable the new company to dominate this sector.
A more 'US corporate' style of people management was introduced which you may find more ruthless and impersonal. External consultants are dictating how many things should be done. Most important decisions are being made in the US HQ, more than ever before. If you are working there - and most of the openings are there - good for you. If not, you may have to put in extra effort to be heard. The philosophy of the new company is not to build new products from scratch, but to buy existing ones and modestly improve and integrate them. This may not matter to you though.
Consult people in the satellite offices more, to make them feel part of the decision making process. Enable the people from the various merged companies to mix more, to help build a new sense of community, culture and purpose.
The new CEO is an excellent communicator, very engaging and credible.
26 April 2019
24 October 2018
Probably the biggest pro is the people. Generally speaking most workers there are a pleasure to work with. There's also the benefit of it being a "new" company so there is room for potential growth in the future, which may be exciting for some.
There's a lot of cons here that weren't present before the acquisition. Mostly a culture change that resulted more in a focus on the bottom line than on the people. There's also a severe lack of clear direction and work/life balance also took a nosedive.
Take care of your people and they'll take care of business. Listen to your employees.
There's also a severe lack of clear direction and work/life balance also took a nosedive.
24 October 2018
14 March 2019
Work life balance & salary Some people are amazing (some)
Prior to the acquisition and the mergers I wrote a review saying this company was incredible. Now I’m here to say the complete opposite. This is a sinking ship. Management is focused on acquisitions and have forgotten about everything they already have. Customers are dropping like flies, employees are being fired and leaving constantly (I know at least 10 people who are interviewing and ready to leave). There are no processes, systems don’t work and some people are just plain dumb, mostly new hires (guess they were cheaper). You need to repeat things to them 20 times. Everyone who comes from the old individual companies is sick of the new set up. On top of that there is zero career progression
Fix what’s broken and listen or you will implode
On top of that there is zero career progression
14 March 2019
10 May 2020
lots of office perks like snacks and drinks plus some swag like backpacks. Experienced executive team. Possible opportunity for advancement if you play the '48 laws of power' game correctly.
Getting recruited to work here is really smoke and mirrors. They portray a start up environment with cool perks, but the company is actually very corporate and overly political. Not a lot of people are having success, and the culture is sluggish and morale is low. Management will celebrate fluff like booking meetings even though there was never an opportunity to sell. Or they feign success by highlighting a closed deal without mentioning how it was achieved through an inbound lead that was served up on a platter. They do this to fix the morale problem, but it does the opposite because real achievement is devalued. And activity matters more than the bottom line. If you want to slack off and achieve artificial success by showing activity metrics while making base salary, this might be the company for you. The company is part of a private equity portfolio. So the main goal is to cut costs and exit in a 3-8 years while acquiring and firing as many companies as possible in between. Organic revenue growth doesn't matter as much as bringing a bunch of different products together. For that reason, your success as an individual contributor may seem superficial and even more minuscule than the typical large corporation. In new business sales, don't expect to hit quota. Most people are not hitting it, and even if the unattainable quotas were lowered, we would still not hit it. There's too much politics for sales... and the discouraging part is how management preaches meritocratic values, but actions and results contradict that. All in all, for many reasons, this is an unrewarding place to work unless you have an equity package.The corporate values and mission statement sound like they were taken out of a generic google search for "what is business" and the main one, "integrity", appears to be the antithesis to how management acts. In fact, to embody the corporation's values would likely get you in trouble or managed out. I will say that the CEO does do a good job and acts with integrity consistently, but it seems that somewhere down the chain, others became misaligned. With such thinly veiled hypocrisy it's hard to buy into the company's mission; maybe that's the point. Yes, there's an office with people in it, but it doesn't feel like anything is being accomplished (unless you are part of corporate development or responsible for forming business structures).
honestly portray what working here is like to candidates and maybe they will stay longer. It's not a good look to begin a relationship with a lie. Also train bottom level managers better. It's disingenuous to scold individual contributors for systemic failures, and that's what is happening with inexperienced and frustrated managers. Take ownership for failures and use more scrutiny when praising work.
Possible opportunity for advancement if you play the '48 laws of power' game correctly.
10 May 2020
8 April 2020
Brought in a lot of tasty catered lunches for us while their staff were in our office terminating most of us.
Our company was acquired, then despite initial assurances about what an exciting step forward this was and that we had great people who they wanted to keep, they promptly issued termination notices to the overwhelming majority of our people, getting rid of them either promptly or a varying number of months down the road. Few to none of the remaining people I spoke to had any real belief they had anything close to a long term future at the company. Myself and many others I spoke to received an "employment contract" for their remaining time with extremely punitive, harsh terms, many of which were illegal in our jurisdiction. The company was not receptive to changing these terms. Salaries and signing/severance bonuses on offer were, in my opinion, outrageously insulting and far below typical values for these types of situations. Employees were intimidated into signing. Those being terminated were told they would have priority in applying to jobs with the new company--many of which were their own jobs, relisted online while they were still employed. The new company's staff, when visiting our office, were blatantly rude and unprofessional to myself and others. When working on "integration/transition efforts" with the new company, I felt that their employees were disorganized and not capable of properly managing these efforts, and the working environment in our company rapidly degenerated to the point that it was difficult for many people to work effectively anymore. One office had the pleasure of being suddenly closed in the middle of the integration process, with virtually no notice, after having been told how valuable their team was to the ongoing success of the company. In all of this, they had the gall to hold lengthy orientation sessions where they patted themselves on the back regarding their corporate values, while their employees' dealings with us proved these values did not exist in their company other than on powerpoint slides. They reminded me of Eric in the movie Billy Madison when asked about Business Ethics. Myself and many coworkers looked at many of these reviews of other companies that had been acquired having similar experiences where they cleaned house, saying no, surely it will be different with us, we're a better company so they'll want to keep us going, they're telling us how much they're looking forward to working with us...don't fool yourselves. If their past 10 acquisitions have gone one way, do you really think yours will be any different?
Read over your corporate values, and at least pretend to govern yourselves accordingly. More simply: do better.
Those being terminated were told they would have priority in applying to jobs with the new company--many of which were their own jobs, relisted online while they were still employed.
8 April 2020
18 English questions out of 18