HCSS reviews about "software"

Some of the software teams support legacy desktop products written in an obsolete language (VDF) in addition to newer web and mobile technologies. HCSS hires people with no software development experience for entry level positions and trains them. It's a nice way to break into the industry without a Computer Science degree, but ultimately these developers get stuck there since other companies do not use VDF. HCSS also pays way below market rate and historically used annual profit sharing (end of year bonus) to justify it. This is not the place to work if you care about a competitive salary.

-Bought out by private equity firm, no longer employee owned -Inconsistent wfh/return to office dictation (it varies by department) -Removal of senior leadership for board approved members who have been at HCSS for less than a year whose singular goal is to make the company seem more profitable than it is in order to support a future liquidation event. This is particularly evident if you look at the composition of ELT 1 year ago to now. Almost every senior leader that was at HCSS prior to the buy-out has either retired, been demoted from Senior Leadership and given a new leader, or are discovering a "new adventure" for themselves. -The products are not continuing to evolve at an equivalent rate to justify the increased cost of them -Questionable pricing practices - (i.e. steep price increases or multiple price increases in a year) -New sales quota requirements encourage "bad sales" for customers who are not ready to adopt the software or aren't a good fit, deteriorating consumer trust, especially with the removal of the Money Back guarantee and subsequent punishment for early contract termination. Contract language revised to be similar to a locked in phone contract -Continuous change in commission structures in Sales that pad the bottom line for HCSS and strongly affect the BDR/SDR sales experience -Complete and utter mismanagement of health insurance benefits for 2024. HSA money had to be paid out after being inaccessible for 7 months of the year. -Loss of company culture in small ways (termination of specific events and traditions like Thanksgiving gift cards where employees would receive a gift card as a personal thank you. They now give pies from Costco instead which are appreciated but does not compare to a $100 gift card per employee) -Raises are capped. In the past, raises were proportional to performance. The most one can get now without board approval or presenting a business case for a significant increase is 5%, I acknowledge this is still higher than most companies but as my review title says, many are mourning the loss of what once was. -Guests and family members are no longer allowed on the campus post business hours or on the weekend. Amenities used to be shared to the HCSS community, people could come work out at the gyms or host their intramural basketball tournament on the campus but that is no longer allowed

Much more support-focused than engineering-focused, which is fine unless you're an engineer and want to advance your career.

I felt like a lot of communication became more hallway based and you would lose track of who said what. This was more of a problem when people were told 2 different things or just forgot. I also felt that some of the ideas from upper management sound great on paper and they pushed down with out making sure it really would work. Also the company started feeling like it was becoming a little more corporate as it grew but still not that bad Lastly I feel like the pay was well below market rate for developers. The end of the year bonus for the most part would bring total pay for the year to market rate but it always a gamble as 1 bad year and ones pay is well below market rate.

Onboarding Challenges: The onboarding process for the sales organization feels disorganized and underdeveloped. While a new enablement team is in place, progress has been slow, leaving new hires without the structure they need to succeed early on. Outdated Sales Collateral: There is a notable lack of up-to-date sales materials for both prospects and existing customers. Many resources are outdated and fail to reflect the latest software features, making it challenging for even experienced reps to stay informed, let alone new hires who lack foundational support. Communication Gaps: Communication regarding changes that directly impact sales is inconsistent or delivered at the last minute. At times, customers are more aware of updates than the sales team. While there are many communication channels, the absence of a centralized information repository creates confusion and inefficiencies. Limited Coaching Support: There is minimal emphasis on coaching sales reps to achieve their goals. This gap in leadership support often shifts the burden to tenured reps, especially as pressure mounts to close deals quickly. Whether this stems from staffing issues or misaligned priorities, it leaves newer reps without the guidance they need to grow and thrive.

I was hired to make some serious changes and I reported directly to the president. That did not sit well with others in upper management, which made things very difficult - but that was anticipated. I don't think these guys are going to get to the next level in their industry unless there is a massive change in their develop direction, how they are handling their legacy products, and how they address the needs of their market. They might be at their peak. From what I experienced, the necessary changes may be impossible without the president (and founder) leaving and staying away - plus a large group of other management. Time will tell. Maybe they will do what needs to be done when another company does what they should be doing - and have the ability to do. But in reality, most other software companies that successfully developed out of the 80s, but have failed to overcome their legacy software are in the same boat. As a whole, the employees are very inexperienced. Almost every upper-level manager has been moved up and several are very young and green. Such managers are very easy to control and command low salaries. Many of the experienced ones are quietly riding out their time. I would agree with most all of the management cons provided here, and would assume that most of the pros are from younger employees. If you are a seasoned software professional and/or executive manager, I would advise you to stay away or use great caution. Have a good backup plan or a great employment contract that will protect you.

If you work in Technical Support, they own you. They expect you to take calls around the clock and refusing to do so will look bad. They pride themselves in offering the best customer support but it's because their software is terribly outdated and require constant support. All of the fun and games along with the onsite postal office that you can forward your packages to are meant to keep you there for long hours. Factor in time spent working outside of normal business hours and the pay isn't so good as it seems.

Lets start with their quasi-intellectual Wolf of Wall Street rip off interview process. They ask ridiculous questions that serve no relevance to the actual position and base their hiring decision off of that. They asked a scenario question where the applicant has to guess what the interviewer is thinking of while they are in a grocery store. Once you get the job if you make it past that process, they like to think of themselves like they're Google but it's actually a very small company with outdated software.

The software is dated and not very innovative