CapTech reviews about "benefit package"

Space The warp speed turnover and lack of space equates to a hot mess of people sitting at picnic benches in the kitchen or sitting on floors to do work. Compensation and benefits Salaries are paltry and barely within the average for most positions. Worst benefits package I have seen compared to quite literally every other job I've held. Leadership In Charlotte they are either incompetent or play favorites (or both) Lack of feedback Reviews and feedback are a joke. You will get fired with zero warning, zero prior discipline, and no history of mistakes, simply because a senior staff member doesn't like you on a personal level, end of story. I can't tell you how many people, who were excellent employees and put in 50-60 hour work weeks, I've seen this happen to, and then had it subsequently covered up by HR. It's one HUGE high school clique. Insane turnover I've never seen anything like it. It's a revolving door working at hyper speed. Picture a jet turbine. You have GROUPS of new hires quite literally every other week and so many people leaving that you have trouble keeping track. After-hours events It's an unspoken rule that your lack of attendance to these is held against you by senior managers, even if you have legitimate after-work activities that prevent you from going (Dr appointments, picking up your kids, etc). They won't do anything obvious to you about it in the open, but they will make sideways comments and use it as a means of playing favorites with other employees over you. Lack of direction, suppression, and huge bench periods I knew several people there who had been "on the bench" for up to 5 months or so, even when there were positions that had come available in that timeframe. Usually this happened to female developers, while the openings went to the male ones. If you are on a project, you are often not given any specific direction or idea of where you're supposed to insert yourself, and you have a huge chance of being outright prevented from speaking to clients. This was so bad that multiple times projects and presentation materials I completed entirely by myself, had to be presented to clients by someone who was more of a "favorite" and who often could not explain the work well because they were unfamiliar with it. Sabotage Some instances of senior staff purposely changing work someone did or misleading them in doing their work so that they could hold the contrived mistakes against them, especially when they didn't like the person and were looking for a means of getting rid of them. This company and this office in particular, is a terrible place to work. I left because I couldn't see a future for my career here and I still think it's the best decision I've made for my career to this day. Honestly, it's not worth the hassle because you will either be looking for work again in the next few months because you can't stand the place or because you were forced out by the rampant bullying that is enabled at this office.

There are currently no cons that come to mind. Overall, the company culture, career opportunities, compensation and work/life balance are great - much better than any other consulting firms in the areas that CapTech operates.

Like many others have already described, CapTech is increasingly dominated by a culture of favoritism and group-think. Like many woke companies CapTech has spun up “Diversity-Inclusion-Belonging” committees. Not only do those groups siphon significant energy and effort away from the actual work but in reality CapTech is not interested at all in any diversity of thought: If you voice your own opinion or – HORROR! – venture to give constructive feedback about work or processes, many CapTech “leaders” react like sulking teenagers. And worse, some of them start spreading rumors and lies behind your back. And the Leadership (i.e. the Good-Old-Boys&Girls club in Richmond) doesn’t care that for years you have received accolades from your coworkers and clients alike. They rather protect their cronies and will sooner or later try to push you out. CapTech leadership constantly brags that they are making such wonderful, interesting jobs available. But the reality is that a lot of engagements are “extended workbench”-type jobs, and the Leadership awards most of the interesting positions to their cronies which in turn then also leads to faster promotions for them. Favoritism / Group-Think / Intrigues: It is the most toxic environment I have experienced in my entire career. CapTech also completely missed the boat with regard to compensation: By now you can easily get 15-20% more at other companies. And the (health-)benefits package is getting sub-par, too: HR started catering to special interests to the detriment of the benefits for all: The health plan now covers the costs for “Fertility Treatment” (REALLY?!?) but the contributions to the HSA have been drastically reduced. CapTech leadership and HR are totally tone-deaf regarding what is going on in the company: Good, experienced people are quitting at an increasing rate. By now the response rate of “employee surveys” is abyssal (It should tell you something when a large portion of your employees doesn’t respond anymore…). Finally, don’t believe all those (independent) “Best Work Place”-awards: Leadership strongly urges (to the point of pressure) everyone to submit positive reviews.

The Bad: Hire a diverse workforce. There is a lack of diversity at CapTech in terms of personality. There is a fine line between hiring people who fit the company culture and hiring people who all fit the same sorority/ fraternity mold of being extroverted, ingratiating, and compliant. For example, at CapTech introversion is often looked down upon as a lack of soft skills, even if the introvert is very personable. Create an environment where all types can thrive and where people celebrate those who have different approaches rather than alienating them. This probably comes down to training and lack of exposure to diverse types of people. Live your core values. Even though the company has done their best to try and create a feedback process that is based on the core values, because of company culture it often ends up being based almost solely on how much the other consultants on your account like you personally, whether or not you actually work with them. There is much more of an emphasis on developing friendly relations with other CapTechers than on actually adding value, which is exacerbated by the fact that they often don't explicitly collect client feedback. This expectation makes it practically mandatory to attend team outings, company events, join company sports teams, etc. It also makes for an extremely arbitrary rewards system (e.g. one consultant who yelled at a client got promoted whereas another who quietly added value was overlooked). If consultants were rewarded based on how well they lived up to the core values rather than who their drinking buddies are, career advancements and client placement would be much more of a meritocracy. Empower your employees to truly be consultants, not just staff aug. Most clients hire CapTech consultants into staff aug type roles where they basically fill a gap in a client project team. This wouldn't be a problem if they were still treated as consultative subject matter experts. However, the current CapTech culture is typically one of compliance - compliance with clients' ideas even if there are clearly better avenues to suggest, and compliance with the desires of CapTechers with a higher job title than yours. There is not much value add going on in terms of actually proposing strategy, and any form of pushback is considered aggressive. This is one of the main reasons the company attracts, but does not retain, good talent.