Pros
You get a salary. There are lots of good people working there. There are many locations across the US.
Cons
I was warned. After being approached by a recruiter telling me about a great job, at a great salary, I asked around the industry to see what people knew about DZ. I found a few former employees who were happy to share their insight. The response was universal: the company lacks integrity and they would not recommend working there. I had a few individuals provide very explicit details. Despite their evidence and advice, I took the job anyways. My thought was “Sour grapes” and “I’m better than these guys.” So, now you’re reading this thinking the same thing. But, you should pause and take heed of my story. The company’s vision is “To be the most admired company in the markets we serve.” That says it all right there. They want to be admired – because they are not. DZ is perceived as a low value provider of bodies. That’s what they do best – get people to do work for other companies. Because people are their commodity, I believe it has changed the way that they look at employees. They do not value them for anything beyond the task they were employed to do. And when that task is complete, they will toss you a side like a used rag – without a modicum of concern for your feelings or wellbeing. You are just an instrument, a tool, a commodity. The company also states their core values are: Safety, Integrity, Diversity, and Success. Let’s look at those. Safety – no doubt that is a core value and they get a check in the box there. But this is an expectation of every company. Integrity – That’s like a woman who gets a tattoo that says “Classy.” You don’t declare that you have integrity. You earn it. When I worked there, I was asked to do things that I felt were ethically wrong. I talked with an executive, whom I held in high regard, and he explained that sometimes you have to do things that go against your values - that’s a consequence of working for a privately held company run by people with these types of personalities. Google search “tva fire protection nrc violation day & zimmermann” and watch the video. The motto of “We do what we say.” should include the caveat of “…sometimes.” Don’t get me wrong on this. Despite the TVA violation, I am not implying that they willfully violate the law. But, I would describe their tactics as ruthless. Their motto should be “We do whatever it takes.” That is more suitable. Diversity – Unfortunately, I don’t think they take this seriously. Look at the leadership: there is not one woman, Latino, Asian, person of color, LBGT, or any other minority representation. Every meeting begins with someone giving a “diversity” talk. Just words with no meaning or action. I have heard those same people make derogatory comments about blacks, women, and gay people. Success – that fourth core value and is not clearly defined. But it’s clear to me that this success is internally focused. More specifically it comes down to the success of the senior leadership and their chosen insiders. When working there, it was clear that there are two distinct categories: insiders and outsiders. Insiders are pervasive throughout the entire organization and at every level of the company. Good for them. Their jobs are secure. They are characterized by tenure with the company and personal relationships with the leadership. If you are an insider, there is a different set of rules. If you’re an outsider, you will never be successful and you are certainly not going to retire from this company. So, would I recommend working there? If you’re comfortable working in an environment where you’re not likely to be successful. Where you will never be fully trusted or considered part of the team. Where you have to walk out of rooms backwards – to avoid the knives. Go for it. At least you’ll know what you’re getting yourself into. There are lots of good people there. It’s just difficult to find success. Before you accept an offer. Do your due diligence. Find some of the former employees. Find the person - or persons - who had the position before you. Find the multiple executives who are no longer there. Find some of the former recruiters – who saw firsthand what the company is really about. If you are still considering working there, my final recommendation is get a contract. I would strongly suggest that you refuse to accept a position unless you have a severance clause clearly defined. Because I saw it happen more than once. Someone will tap you on your shoulder and tell you “this is your last day.” And all ties will be cut and no severance will be offered. As a minimum ask to see the severance policy. (Hint: there isn’t one.) To the people that work there – my heart goes out to you. All I can say is “good luck.” I debated sharing this thought. I told a former colleague that DZ is like a combination of dealing with high school drama and the mafia. He said that’s the perfect analogy. You’re going tick someone off because something you might have said, or something that you might not have done, or who you spoke to, or who you didn’t speak to… it’s like crap people deal with in high school. And like the mafia, you never know when that bullet is going to be put in to the back of your head. “Want to go fishing Fredo?” There is dysfunction that is endemic in the organization. I believe that it can be characterized as a lack of emotional intelligence - especially empathy - that exists in the organization. I am so happy to be out of that place. My life is better. Disclaimer: this is 100% my opinion and I am not representing anything as a fact. Everyone should always verify anything they hear or read. (DZ does have great lawyers!)
