Great Company doing meaningful work but lacks hands on leadership
Pros
I am here to provide an honest objective point of view for current Ascend employees or potential candidates. I've been around for quite some time and have seen many changes over the last 5 years after Ascend acquired our business. Ascend has been through a transformation since February 2014 when it was announced that we finally have a new CEO (Greg), a win for all who work here. I've met and spent a little time with Greg and Ascend chose a true leader who will work very hard to turn this disorganized company into a sought after place to work. We have a less than stellar reputation and we’ve earned it, but with the right changes across all business units, we will be back on our game. Greg has already removed a large roadblock in Tech and Ops – we’re on the right track to focusing on what’s best for all our employees, clients and business. Great rank and file employees who are genuinely interested in learning and working for the greater cause. Great people who can't wait to fall inline behind a good strategy Cash flow positive – this company makes money. Most business units do very well. Opportunity to do great things – 9 companies within Ascend that have wonderful business models Greg – Our new Chief Leader is very savvy, humble, quick to listen and very strategic. He has no ego (indicative of true leaders) and is passionate about the meaningful work we do.
Cons
Selfish instead of Selfless managers - Like most large companies, this is a problematic area we suffer from. This however, is very correctable! Leadership training and accountability will remedy this. Pay – Ascend needs to pay well to attract excellent talent. Example, I am paid $40k under market value for what I do here and have been told I will receive a raise since last year and more specifically, since year end review since I am top performer. Still waiting. Many programmers are also paid under market but stay because they are H1-B. Vacation - The take it as you need philosophy sounds great but for those of us who are managers, we don't have the luxury of taking it without feeling guilty knowing that our business struggles. New Hires - Some business units struggle because we “can't afford” to hire so many employees are burnt out every day doing multiple job functions. Attrition - Rate is extremely high from low job satisfaction, frustration with “managers” lack of vision and communication and our inability to innovate. Upward Mobility - Doesn't appear to exist. Remote leaders – This doesn’t work. Some business units function without a designated leader and it’s pretty tough. Having a GM show up a couple days a month and silent most of the time is not a leader. He is more worried about getting revenue and his bonus than the good of the employees, clients and business. Technology – We are not a technology company as stated in our online bio. Most platforms are antiquated and 10-15 years old; we have lost clients as a direct result. This needs to be a major focus and investment Asap. We reward/celebrate mediocrity – Retain underperforming employees and unprofessional sales reps and other employees who do not want to be here or who poorly reflect our values. All about revenue – Private equity is a tough business and everything is about money. The fun is almost nonexistent. Planning and communication – there isn't one or any except to bring in revenue. No one knows anything out the vision or goals/future of our business but we show up to work every day. Accountability - It is not clear there is any at the upper management level but this could change soon.
