Carnegie Dartlet reviews

Interview Interview process was pretty extensive for an entry level role. Three rounds plus a 3 hour shadow session (unpaid). Shadow sessions was not helpful as I didn't have enough context to decide whether or not the role would be a good fit. Training Training was awful, to say the least. It was about 5-6 weeks jammed packed with between 6-8 training meetings per day...all about different subjects that weren't completely relevant to my role. Very hard to retain info that way. Also, be prepared introduce yourself at EVERY SINGLE MEETing. There was also very little hands on application during training, so I completed it feeling less than confident. Autonomy Even though you're salaried, you'll have to clock your time every day. Not just in and out, but you'll have to clock all of your activities you did for the day and how long it took you. They expect it to equate to 40 hours. If it doesn't, they will add more projects until it does. They say it's to monitor bandwidth, which is very odd as bandwidth varies from person to person. Very little flexibility in your day-to- day schedule, so beware parents! It's not the remote life you dream of. Need to run to kids school really quickly or have an emergency? You'll feel the judgement of it. Someone scheduled a 1:1 meeting with me. I proposed a new time for the same day because of a very personal matter, and that person (mgr) wanted to know the specific reason I needed to reschedule. Diversity + Culture Very little diversity, and cliquey culture. The 2 months I was there, no one really cared to get to know me as a person beyond initial intros. Final straw was being questioned about a meeting I missed while being out sick. They forgot I was out sick, and couldn't own up to that. Micromanagement is a form of bullying.

My experience may be a little unique as I came in from one of the companies that Carnegie acquired. I really, really loved the company I originally worked for, but I left soon after the merge was "final". I was not drinking the Carnegie Coolaid. Originally, we were excited about the prospect of joining the Carnegie team, but were upset about how hush-hush the whole acquisition was. It also felt like there weren't a lot of answers to our questions and concerns about the acquisition and what that meant for us. They kept saying we'd figure it out when it was finalized. However, it was clear once the acquisition was final that Carnegie had no idea what they were doing or what to do with us. Our now department acted like our own company still, just called ourselves Carnegie now, but simultaneously a lot of folks were pulled randomly into the greater Carnegie group and removed from our team. Some of the higher ups were generally involved in group slack channels and events, but their interactions felt super cliquey and exclusive; like there was always an inside joke I wasn't a part of. The Wednesday all staff meetings are so cringe and honestly completely unnecessary - it could all be accomplished with an email and I get that they want everyone to be together, but what togetherness can you get with 250+ people on a zoom call where only 5 people generally talk anyways? An other example of the disjointed and exclusivity of groups is how some groups would plan and go on these retreats or have group events and then post about how amazing they were on the general slack channel which just made everyone else feel like they were missing out or didn't deserve the same. Overall, I never felt like I was truly a part of the Carnegie Group. Upon leaving I filled out my exit interview form super honestly with constructive comments and concerns and I inquired about what happens to the form and HR informed me that only she and the COO read it and the COO would "consider the information". AKA they don't care and nothing will come of it. Since I left they've restructured my department twice and 3 more employees have left including an AVP who had been at our company (before acquisition) for 22 years.