- Overload of daily tickets with a never ending amount of products and technologies supported. Lack of documentation for troubleshooting.
- Evaluation criteria is crazy: You have to get multiple certifications per year, language assessment in English and Portuguese, attend Portuguese classes, Design technical documentation, Technical Videos, this on top of regular ticket assignment and CSAT
- Management always change rules of evaluation for ticket handling.
- Yearly performance review will not exceed more than 5 %. If you get a promotion mid year you will not receive a salary increase the following year, which defeats the whole purpose of getting the promotion in the first place.
- Promotions will not exceed salary increase of more than 15 %, even if the pay range of the new position is above that.
- Salary for South Florida as TAC engineer is not competitive at all. The Miami area is high cost and other companies will pay a lot more even if they are smaller. Management will encourage engineers to not negotiate salary. Best way will be to leave the company and come back to negotiate better salary.
- There is no seniority, new engineers can start with same or higher salary than you with no experience.
- Post Sales is treated as a third class employees. We do not get enough participation on events or well deserved recognition.
- Trainings are scarce specially on new products or features.
- Decisions are made in Mexico and never take into account Sunrise TAC, even though we are in the same team. Miami TAC will cover for other teams while they have events or changes in their countries schedule while nobody will take into consideration input from Sunrise TAC
- Pre Sales and other TAC teams in LATAM get holidays but not Miami TAC.
- Career opportunities are very limited because the lack of engineers, therefore they will not let you apply to other positions in other areas.
