Spireon reviews

In my opinion there are three big negatives of working here, all of which directly relate to the company's future livelihood. 1. Management: More focus is placed on titles and authority than on leadership. In the middle of 2013, many long-time execs were given the boot and replaced with, I hate to say it, some really poor choices. Management mentality is more or less a mixed message of: you are expendable, you are expendable, we need you so please work hard. 2. The product (present and future): Spireon is currently a leader in their field in terms of buy here pay here gps, but continues to struggle when it comes to fleet or their M2M Platform. Most of upper management focus on price per unit, revenue, operating expense, which are all relevant things, but unfortunately this is at the expense of the product and customer experience. Think of it like a hook, line, and sinker. They want to acquire customers with great marketing for a mediocre product, and then hope they keep buying. The M2M platform is mostly vapor ware. You will hear lots of impressive talk about entering other industries, etc, but it largely doesn't exist. 3. Human Resources: Their human resources department is, in my opinion, a big enough reason in itself to stay away form this company. Many times, requests were put in for various things such as employee paperwork, etc with no response and no one seems to know if they are on vacation or simply not answering emails. But, by and large, the worst part is that the HR department acts as a secret police if you will; secretly interviewing coworkers about other employees, seeking out information about what other employees do outside of work, etc. There's not enough room to explain here, but it creates a predatory environment where employees feel like any move they make may be prosecuted. Not a whole lot of fun.

-Amateur Executive team. Recent additions to the executive team do not know anything about the industry and they are ignoring many of the core fundamentals that made the company successful in past years. -If you don't work overtime you are not seen as not contributing to the team. Engineering team members work grossly excessive hours just to keep up with delivery expectations. No comp time or even recognition provided by management. -It's all smoke and mirrors there. All the way up to the board. There is no one left there with the courage or integrity to actually state what is wrong and what is going wrong with the company. The CEO takes great exception to people voicing opinions that do not tow the company line. It is obvious that the name of the game at this point is to secure a sale. Cost cutting has been painful, everything from cheaper hotels for most of the remote employees to cutting the operations teams hours, to lay offs, to not providing company cell phones (and under compensating for using personal phones), closing offices, and hiring staff in less expensive markets. The single driving force these days is raising the EBITDA, ignoring risks in the shrinking market space in the industry, and ignoring challenges in the the new product plans. -Everyone is expendable there. No matter their experience, position, or contributions to the organization. Employees often wonder who is next on the chopping block. HR does not do a good job of managing the attitudes or the culture there. Layoffs seem to occur every eight to 12 months. Look at the history of the executive team and you can see that they all come from organizations where this is the norm. -Office politics are completely out of control. Constant power play by persons in many of the departments within the company. Competing priorities and no top-down direction on company wide priorities. The new CEO and executive staff have done nothing to alleviate this.