CT reviews

I'm glad to hear that we would have earned a recommendation from you to your friends! I won't accuse your review of being fake - I generally reserve that for the ones that are obviously fake and show a lack of experience with our company or teams. Its an unfortunate reality that they do exist, but they're a small handful of the net total of reviews we get. I don't know your personal sentiments toward the company, but I can see that some of your perceptions are mischaracterizing who we are / how we operate. I don't know if that's from a maligned point of view or if its just based on not interacting with us while you were here. Some corrections / clarifications to offer a more balanced perspective- We do not have a companywide, anonymous feedback system, that's true. Anonymity tends to limit action since we have to rely on the input of 'unnamed' sources to make actionable decisions that impact other people's income and careers. We do have a few teams and situations where anonymous feedback can be submitted through an untracked form, but its rarely used, and again, due to the limitations on following up with an anonymous individual, it tends to be hard to use in decision making. We're far from the only company that encourages transparency and we do protect individuals leaving feedback from exposure to others who may be impacted by it, as much as we can. People can definitely speak to me directly. Many do, and that's why we get a lot of positive feedback about our open lines of communication and the ability of team members to enact and prompt change. I tell every new team member that nothing at CT is sacred, they are encouraged to think critically about what we do, how we do it, our teams, and I stress that I'm only a chat message away. And that's been true for years. We have never shut anyone down or penalized anyone for being open in their communication with us. Its a highly valued way our teams contribute and a key thing we look for in choosing who we want leading. Sometimes we lack the desired resources to act on every good suggestion, and others, the suggestion wasn't that good- in which case we try and use it as an opportunity to educate and coach. Over the last 6 months, the average profit share per team member is between $150 and $200. New hires (inside of their first 90 days) do see a diminished profit share but that accelerates with performance and tenure. Profit shares are tied to company profitability (the more profitable we are, the more we payout to team members) and to individual performance. Career development goals are specifically set so that top performing team members can achieve them every 6 months and solid team members can achieve them inside of 12 months. They are consistently set that way, whether you're 3 weeks in, or 3 years in. The goal is that you can self-pace pay raises much faster than what you can earn elsewhere. Our career development program is highly regarded for this reason- your performance, not some corrupted system based on politics, dictates your earnings. For that reason, we won't go to arbitrary performance reviews that reward pandering or tenure alone. We gave out raises to over 15% of our staff in the last 90 days as a result of objective performance outcomes from our teams for our clients. Team leads are never told to grade individuals down - your ratings are based on an objective metric you have significant control over every month (primarily) and other less quantifiable perceptions that your team lead has of your work or contributions. In fact, our team leads are usually directed to 'round up' when balancing the two. Best of luck on whatever journey life has in store for you!