Endsight reviews

I highly recommend reading the critical reviews here. Not the fake ones created shortly after a constructive review to counter and raise the average score of the company.Many if not all the critical reviews are spot on and applies to the company today. It's unfortunate that honest criticism is viewed as negativity. There has been numerous complaint and fear and people I knew eventually quit. And this hasn't changed. Anything you say or do that's not rainbows and butterflies in their perspective is considered negative, regardless of the genuine feedback given, in addition to the time invested in formulating that feedback. Rather than creating fake accounts (sounds familiar?) and posting a perfect 5 for everything, learn from past mistakes and try to fix them. It's obvious even after all these years, the priority is on covering up flaws on the surface than fixing the core problems. For example, the recent stellar review is obviously fake. Firstly, all the TAMs I worked with were drained, out of touch because they're not in the office, and thinking about finding a new job. The last thing they would want to do is praise the company and list the "fun" things. The review is too happy-go-lucky. Secondly, I'm amazed that the author, a 3 year old TAM, knows exactly when a positoin was discontinued. Lastly, due to the gossip that goes on the office, a number of employees figured out who the author. I would love to meet the TAM (if he/she is real) because he/she is having "so much fun" and he/she is not working. I saw this coming. With the original response center gone, the culture, motivation, and innovation went with it. Next other crucial people left. Instead of being the first and last stop for any technical issues, it transformed into a standard helpdesk. At least now they are getting what they pay for. I myself had to solve higher level issues. I even reached out to my old buddies for help (and yes they were happy to help the client out) when i was stuck. Employees may have great ideas on how to improve process, workflow, or culture, just to get shot down or taken lightly. So even if there's an open door policy, what good is talking to an empty room? Worst of all, you feel judged in that empty room. Many of the team building events were created by the same people who made the company fun and great... but only the shells were left behind. It is empty without substance. A theme park outing can be fun, that is, if you pay for admission and have a stress-free day to explore right? If you don't make it to a company event, be prepared to get some backlashes. The benefits are awful and everyone knows it. But hey, it's a perfect 5 according to those stellar reviews. Very high employee and client turnover that plays a big role in the morale problems. but hey, it's a perfect 5 according to those stellar reviews.

Obvious favoritism by owners. Dwelling on negatives, very few acknowledgement. Appreciation is granted through points on company games, usually based on cronyism and lame prizes. Terminations based on rumors, rarely merit. Gossip and exaggeration a regularly occurring practice. Owners totally unaware of how disconnected they are in day to day operations, react sharply to negative feeds and rarely see whole picture. Excessive meetings among management and senior staff, with incomplete information, and limited initiatives being adopted or successful. Pay what your employees deserve! Way under scale for the work performed. Overpricing and inflexible pricing for value add services such as backup and HaaS. Understaffed in key areas constantly. Failure to retain or appreciate talent. Common to work 12+ hour days with no compensation or acknowledgement especially in NOC and Account Management. Bringing on new clients a higher focus that properly servicing existing customers.