Pros
* Remote Work - Company was already somewhat remote friendly prior to covid, now remote work is more common. * Good Benefits - The benefit offerings are on the better end of the scale, though using the education reimbursement or training offerings in the technology department was more miss than hit. * Bonus - There has been a bonus most years the company has been in business. Though you should not count this as part of your income as it CAN and HAS not been paid out in the past, and there is a fairly hard to follow formula to your amount received. * Work Life Balance - This is going to depend entirely on you and your team. Some teams have very little, some have great balance. And some they will encourage you to work as much as you possibly can, but if you just work the asked hours... management is unlikely to notice because they are too busy in meetings.
Cons
* Leadership - They want problems brought up, but only if you have a solution to it. If it's institutional... really seems like a solution leadership should be providing, and you are highly discourage from bringing it up. Also under the guise of allowing for better ability to attract talent, the publicly available pay grade range were replaced. Effectively making it so if you didn't discuss salary with others or searched for other jobs, you'd have no idea if you were being paid fairly. This hurt the long term employees the most people's salary demands adjusted upwards during the "Great Recession" and you could not see if the pay ranges reflected this or not due to their secret nature. * Management - The well liked managers left pretty fast after new leadership took over, these were people who tended to fight for their employees and be more forthright with information. Follow up managers that treated you like a person as well didn't last long. So you get stuck with a revolving door of managers or managers that micromanage and will give you reasons/excuses for months on end with no change to come. * Layoffs - One thing CareSource was known for was being a stable to work place, they used contractors to supplement the workforce so full time employees would not be laid off if times got rough. There have been several layoffs or eliminations of positions since new leadership has taken over, and they have not been very informative when and why these things happen. If you know someone in leadership, you might get more details....which points to the previous issue of leadership "in" groups. * Lack of Promotions - Knowing someone in leadership or being in a critical position at a critical time is about the only way you can get a promotion. There were people in their position for 5+ years who were doing well above their pay grade, but never got a promotion. Often times wouldn't even be considered for jobs posted internally, not even interviewed or spoken to about it, just completely ignored. Totally possible the new hire is making more than you. Meanwhile, the directors and up are getting promotions only 1 year into the job...assuming they don't leave. * Heavy Usage of Offshore Workers - This has really ramped up the toxic nature of the company. There were directives to "make it work no matter what", which for some meant rewriting code entirely to make it work. For others having the performance of their previously written code destroyed and being undermined by offshore workers. Offshore workers were known to listen to no one but management, and management spent nearly 100% of their day in meetings. Management were also under the directive to make it work, so they ignore the problems to continue to push forward. Meetings - The company says they are agile, but you will find yourself writing status reports nearly daily because management can't make it to the stand ups to hear status and issues being faced. They hire more management, and they also can't make it, because more management means more meetings....somehow. They effectively disconnect themselves from the work in the process of trying to manage it. * Metrics - Metrics became the new buzzword with leadership. They needed data to make decisions, which is understandable. Except the leaders would tell us we are 60% or more toward our final goal...and you couldn't find a single team or area that had achieved 60% themselves. Metrics were never explained as to how they were gathered, and the people most familiar with the work often were never sure how it was calculated either. * Questionable Activities - - False reporting to the state on network strength, when it was pointed out as a problem many times prior. - Modifying data directly instead of correcting the processes which were presumably causing the unwanted result. - Skipping review by full time employees and pushing code to Production. - Putting additional code into a change that was never mentioned in a story...and bypassing review by full time employee. - Incorrectly reporting the number of offshore resources being used. - No written instructions on what kind of access offshore people were allowed to the network systems, or how they should be engaged in work. Some work has stipulations on who can work on it, and this was rarely ever communicated as well. A member of leadership got visibly angry when this was brought up in a large meeting. - Being taken to an offsite location after a bad employee satisfaction review to discuss our issues...and a speech there given by a member of senior management went on about how lucky we should all feel working at CareSource because when they post a job listing they get hundreds of applicants within a day. Which can be taken a few ways, but in the context of this being a bad employee satisfaction review driven endeavor it was interpreted as "We can replace you easily." by some in attendance. And as time went on.....it probably wasn't too incorrect with the layoffs, offshoring, "restructuring", etc. - Current and interim leadership having news articles about questionable activities while working with other insurance based companies. - Having senior management discuss having AI replace the developers in the room, when the company can barely keep up with 10+ year old tech.
