Eze Software Associate Solutions Engineer reviews

If you're reading this as a college senior or a recent college graduate applying to an "associate solutions/engagement analyst/engineer" or similar position at SS&C Eze, tread carefully. When I came on, I did not know what the position really was, and this obfuscation was purposeful. Bottom line: the job is IT phone support, and it may make you question your self-worth. It's miserable work, and the clients treat you like a sub-human. If you're looking for fulfilling work, this is NOT that. Personally, I moved around to a different group and got off the phones (thank god), but many of my co-workers who have senior or principal titles with 10+ years of experience were still answering the phone and getting yelled at by clients. Working at Eze can be a trap. If you work in solutions/engagement, you will get pigeonholed to a very specific type of role, and it will be very difficult to pivot to other industries because of the lack of transferrable skills you gain. You spend most of your time working on one specific product, using a suite of internally built tools. You might learn SQL though. While I was there, I tried to leave, but the only offers I received were essentially the same job in the same industry. Many of my colleagues who tried to leave have ended up doing either the same job at one of the competitors (e.g., Enfusion, Bloomberg, Interactive Brokers) or doing another type of tech support, "implementation," (i.e., installing software and showing clients how to use it) at Seismic. Of course, this isn't the case 100% of the time, but my point is: if you're going to work at Eze, you should have many irons in the fire. You should be prepared to parlay the industry knowledge you will gain—capital markets, hedge funds, electronic trading—into something specialized, which is very difficult to do unless you have other experience, you know someone who can get your foot in the door elsewhere, or you go to graduate school. The substance of your job is phone support and putting out fires, so you'll need some serious "spin" to make your resume sound like it's anything but that. But, it's not impossible. A few of my colleagues got out by getting a PMP and getting a job as a project manager or by going to graduate school. The latter is how I got out. Also, ever since the company was bought by SS&C, the belt has been tightened on every single team. Many of my colleagues were offered comp days instead of raises because the budgets were so tight. Even if you're a great performer, you likely won't even get a raise that matches inflation. The raise structure is highly rigid and the only determining factor is years in your position. By the time I left, the soul of the company—what little there may have been—had been sucked out of it. When I joined, to boost morale, the MD would sometimes wheel in cases of beer around 2:30-3:00pm on Fridays and it felt like there was community. A few years later, people just wanted to be out as soon as possible. Finally, one of the company's strengths, the smart, talented people they hire, is also one of its greatest weaknesses. Eze hires really smart people from top schools—Notre Dame, Duke, Michigan, Northwestern just to name a few—who quickly realize that it's an awful place to work and leave right away. What you end up with is an attrition rate north of 20%. So you're constantly training people, whether it's a replacement in your home office (if there's room in the budget to even replace someone who leaves) or someone in India.

Eze (and SSC) have implemented a rigid promotion and raise structure. You have no hope of early promotions or raises and will follow a 2 year cycle regardless of performance. Also, because Eze has struggled financially for several years, raises have been dismal. In 2019, my last year at the company, I received a 1% raise, despite meeting "Exceeds Expectations" on my review. I know several of my colleagues received 0.5% increase. This doesn't even approach Cost of Living increases in Boston. In desperation, Eze has begun to promise SSC options to compensate for lack of raises, but the date and value of these options has been consistently pushed back. Simply put, Eze does not pay its employees for their worth. When I left, my base salary increased 40%. Eze has begun to see significant turnover because employees with a versatile and useful skillsets have no trouble finding higher paying jobs in a thriving market, which leaves more work for the employees that remain. This is a model that cannot survive.