Insperity reviews

Depends on what department you work in. There are good and bad ones. The department I was in the culture was one of fear, control, incompetence, and nepotism. Oh, and high-turnover. It was a bit embarrassing that an HR company could be so terrible at, well, HR related issues. Most of the cons fall under these categories: - TOP DOWN CULTURE OF FEAR: You heard all the time "oh, don't let XYZ executive hear you pitch that you'll be fired." Our boss seemed to have an unhealthy fear of guy. - CONTROLLING AND INCOMPETENT MANAGEMENT: Insperity is brilliant at running talented people off, at least in the department I worked. I witnessed a director lose 3 people at one time because of decisions he made. I know a lot of great people there that take jobs in other departments just to get away from some managers. - IT'S NOT WHAT YOU DO BUT WHO YOU KNOW: The good ole boy club is alive and well. I never heard the word nepotism until I started working here. Falling up the corporate ladder is an art form. Learn it if you want to advance here. Relationships beat great ideas almost every time. - LACK of INTEGRITY: You wouldn't believe the crap that goes on to climb or maintain the corporate ladder. I saw sedition and throwing each other under the bus between management. Hell, some managers hated each other and tried to ruin the other person's career. This is the culture in our department.

This is a company you can retire from. It is not uncommon to see people receiving 10, 15, and even 20-year service awards. If you desire a comfortable 9-5 job and career development is not a priority, this is the place to be. If this is not you, you will find yourself suffocated by processes, outdated technologies, and a prevailing unwillingness to take risks and deliver better products. Core technology products are outdated and stale. Most were not developed in house, but came by acquiring smaller companies and patching pieces together. Some progress is being made in adopting newer and better technologies, but the software equivalent of duct tape and bandages are typically the order of the day. Management is unwilling to make the right investments in technology. Thick and ineffective middle management layer. Many managers exemplify the Peter Principle. All but a good few are "bosses" who fancy themselves "leaders". It is commonplace for non-manager employees to interact with their managers only a handful of times in an entire year. For these non-manager employees, it can mean one of two things: 1) It takes a lot to get fired. 2) It takes a lot to get noticed and move up. Micromanagement via "Agile" processes. Insperity's "Agile" follows the opposite of what is proposed in the Agile Manifesto. Overemphasis on process. Documentation. Negotiation with stakeholders vs collaboration. Overplanning. Meetings. Meetings. Meetings to plan meetings. All of the above contribute to software being shipped very very slowly. For a company that provides retirement services to other companies, the corporate 401K plan is underwhelming. Decent match (50% up to 6% contribution) with poor investment options.