ATCS has become a difficult place to work due to a lack of transparency and consistency in how employees are treated. There is a noticeable level of favoritism, and opportunities do not always feel distributed fairly. Many teams are not adequately staffed, which results in employees being stretched thin and taking on unsustainable workloads.
Benefits are below average and do not feel competitive with similar firms, which adds to overall dissatisfaction.
The company places heavy emphasis on corporate initiatives and internal goals aimed at improving culture, but these efforts often feel disconnected from the real issues employees face day to day. There has been a significant decline in both culture and operational efficiency since leadership changed hands a few years ago, and those issues have not been meaningfully addressed.
Leadership frequently promotes the firm as “preeminent,” yet operationally the company relies on outdated processes and shows resistance to adopting newer tools and technologies. This leads to inefficiencies that contradict the image they aim to project.
Shared services teams, in particular, are consistently understaffed. Leadership has explicitly acknowledged that these teams will remain understaffed due to overhead considerations, which creates ongoing strain and limits effectiveness.
Employee feedback channels are also deeply concerning. On multiple occasions, HR has taken responses from so-called anonymous surveys and shared that feedback directly with employees’ managers, undermining any sense of confidentiality. This has created a lack of trust and discourages honest input.
Additionally, surveys are conducted regularly, but little to no meaningful action is taken to address the feedback provided. In one instance when asked why we hadn’t seen a plan of action to address concerns based on feedback from an all-staff anonymous survey, an HR team member openly acknowledged that the feedback got “lost in the sauce,” which further affirms that employee input is neither protected nor taken seriously.
