AustinCSI Reviews

Consultant wanna-be’s that are actually in the staff augmentation business. The organization strives to be consultants with this being more of the exception rather than the rule. The majority of client work is not consultative in nature, but is a mere augmentation of client staff. Leadership is continually saying they are not in the staff augmentation business and have not learned to call a spade a spade. Business development sits squarely on the shoulders of the two executive leaders. This is a risk the organization is willing to take and, perceptively, has not paid off with the occurrence of large client losses and some, but very minimal, client gains. Senior leadership is more reactive rather than strategic. There have been some strategic moves, but the strategy is so fluid and fleeting that they do not have stable footing and cannot land on solid ground when there is a downturn in the business. The senior leadership approach to staff is heavy handed to ensure compliance. Still very young organization that the executive and senior leadership does not know how to take advantage of and properly handle the tremendous growth they have had to continue the growth of the organization. So far their growth has been more attributable to luck, with some minimal hard work. They will continue to grow but at a slower pace compared to other successful leaders in a similar business. Difficult to retain top employees. There are a lot of smart, sharp, and talented individuals working for the organization. As another review mentioned, there is rampant favoritism. It’s based on this favoritism and not how talented you are that will make you successful in this organization. The ‘C’ in CSI stands for culture, which leadership says is a top key value, but on the contrary is lower in the value scale. There is a reason why they didn’t make it to the 2015 Dallas Morning News (DMN) Top 100 Places to Work For, compared to 2013 and 2014. Proof that culture has been on the decline. Although their tactics to get on the DMN recognition is questionable, with managers coercing subordinates to nominate the organization to become eligible. If employees really liked the organization, strong-arm tactics are not necessary.

AustinCSI struggles with retaining talent. Look at the trajectory of former employees to see how almost all of them have moved on to better opportunities. The only people who remain have figured out how to play their game and are complacent with being a big fish in a small pond. Either that, or they're not talented enough to find a better position. Favoritism is based off of who is drinking the Kool-Aid. Doing well with this company is not based off of merit and performance, but rather who they can control and manipulate. The politics at client site are sickening. No matter what they tell you, they are more concerned with making the client happy (even when they are unethical) than keeping your job and family secure. Remember, Texas is an at-will state. Leadership does not conduct themselves as professionals, but as biting, insecure teenagers. Whenever there is an influx of positive reviews, it is because management is encouraging it to hide these negative reviews. Perception is reality, so pay attention to what people are saying.