Support.com reviews

3.0

42% would recommend to a friend

(1,242 total reviews)
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Lance Rosenzweig

54% approve of CEO

30% positive business outlook

Support.com has an employee rating of 3.0 out of 5 stars, based on 1,242 company reviews on Glassdoor which indicates that most employees have an average working experience there. The Support.com employee rating is 22% below average for employers within the Information Technology industry (3.9 stars).

Reviews by job title

1K reviews
1.0
May 22, 2013

Re-review, 3 years later.

Recommend
CEO approval
Business Outlook

Pros

You work from home. You get health benefits.

Cons

Do not expect to fix challenging problems or really learn anything. You will learn a few procedures to fix common problems and escalate or refund the rest (due to the time it would take for you to fix it being more then an hour) This job is 90% customer service. Being able to smile (or sound like you are happy, technically) to a belligerant, spiteful, terrible person is the true job description. Stagnant pay. There was one pitiful .25/hr raise 3 years ago that maybe 10% of the employees were eligible for. Working from home. It starts as a pro, but as you do it more and more it becomes a con. You have no line to separate work from home. You never meet your co-workers. There is no time for 'water cooler' conversation. Your only method of communication is monitered 24/7 by the company. Working from home means that the software on your machine tracks how you spend your time all 8 hours of your shift. If you go over on break for 30 seconds expect to get a torrent of IMs asking where you are. You have to ask permission to use the restroom, to account for the time it takes, or do it in a way that nobody knows you went. My 4th anniversary at the company I didn't even get an email. I don't think any of us have been here 5 yet the company is so young. Some people report getting water bottles or a cheap wifi mouse as a 3 or 4 year 'bonus' There used to be a shift differential if you worked night or overnight hours. (A vast majority of shifts are evening/night) They removed that, which equates to a 10% pay cut for most of the employees. It was replaced with a quarterly reward system, where if you are in the top 5% of metrics you get a $200 (taxable) bonus. Which before taxes equates to less then .10/hr over your past 4 months salary. There are lesser bonuses going down to the top 20% I believe, but its just them throwing pennies at you. Terrible hours. Expect to work weekends and nights. Expect to not have a social life if your friends/family are 9-5ers. I haven't had a weekend off (without using PTO/Vacation time) in 4 years. Never ending workload. It is a call center. There is constantly a queue. A never ending queue. You will be lucky to get 30 seconds between calls. When the queue is gone, they offer to let engineers leave early so it will return. People basically fight for one of 10 slots to leave early. Employees would rather lose 2-4, sometimes all of thier shift just to not have to work. Having those people leave means the work for you increases if you stay. There is no light at the end of the tunnel, you can't see a goal to reach for the day. Its just a machine constantly throwing piles and piles of work at you for 8 hours, its incredibly demoralizing. When shift bids happen, approximately 6 months apart. There will be about 50 shifts to choose from. Maybe 3-4 of those will be reasonable for your lifestyle, the rest will uproot you. If you have family commitments, or even a weekly get together with friends, expect to never be able to plan for it again. You will almost certainly be working weekends and/or evening+nights. Since we are 24/7 nationwide, east cost techs have to work till 2am to cover for west coast customers. Expect to re-plan your lifestyle every 6 months. Since its inception, raises were said to start happening when the corporation turned profit. Some of us toiled away for several years with that as the light at the end of our tunnel. Of course when the time came all we got was a 30 minute video of excuses saying why that couldn't happen. Raises are indefinately delayed. The customers are horrible. They are some of the most jaded, insecure, and spiteful people I have ever had to deal with. I had better experiences waiting tables and working in a retail store. The only worse interactions I could imagine would be from working a cold call sales or a collections center. Most resent having to pay for tech support. There are loonies, rude people, people you won't be able to understand at all. Many will not be able to follow simple directions. You don't expect them to be computer gurus (that's why they call) but some people will be unable to follow the most simple of directions. Getting some people to find the arrow keys on the keyboard will be a 5 minute task. This would not get on my nerves if it wasnt for your handle time ticking away. Slowly adding up into forcing your next shift being tursday-monday 6pm-230am. The only thing keeping me here is fear. If I did not fear that not working here would mean having to work minimum wage at some retail store because of the economy, I would have left long ago. Treat this job as a means to an end. It will never be a career. You are a cog in a machine that is being poorly maintained.

3.0
Jul 29, 2020

So So

Recommend
CEO approval
Business Outlook

Pros

Work from home - no commute Great co-workers It's not a horrible place to work. I actually like working here. I like what I do and I like the people I work with for the most part. Most sups/managers are good people just trying to get by like the rest of us.

Cons

The pay is very low for tech support Never any raises. They try to play this off with "pay for performance" but even if you get the monthly payout, it does not even come close to making up for the pay. Pay is 13 dollars an hour. Because this is a "bonus" you cannot count on this as income. There are too many variables that can/do change your chances. Some departments have pay for performance, and some do not. I'm in a department that does not have pay for performance, so guess what? My pay is always the same. I see their responses to others about pay for performance and it's a bit misleading. Most of their responses are purposely misleading. Here's the truth: Hourly wage - depends on your role, but for tech support (remote into cust machines and fix issues - is 13 dollars an hour. Period. I've seen others posting 15, that is not true. Pay for performance - yes, everyone in that department has the "opportunity" to get this bonus. However, only the top "performers" actually get the bonus. And I don't mean the top 50% ... it's the top 10% only. So in a department with 200 agents, 20 agents will get the bonus (which does not arrive until 3 months later). Also, the metrics are measured as averages of those top 10%, not of the group as a whole. The metrics that impact this bonus: *AHT - average handle time. This means hurry up and get people off the phone. Fix only what the cust is calling about and nothing more. If you see something else wrong, do not mention it and do not fix it. *VOC - voice of the customer. If one customer complains about the client you represent (not a complaint about you as an agent) - this score will drop you out of the top 10%. Even if all other results customers are saying you're wonderful and they will keep the service because because you did such a great job. *Schedule Adherence - You would think this would be a slam dunk ... wrong. You have to show up on time of course, but if you are unable to take your breaks exactly on time (on a call etc) your score will drop you right out of the running. Also, training and meetings drop this score as well if not placed in your schedule. *QA - quality assurance - There are certain things you must say/do on every call. Miss one of those ... and out of the running. Don't get me wrong, I don't disapprove of how the metrics are sliced and how the pay out is distributed. I do think they need to throw out some metrics on an individual basis - EX: customer is very unhappy with x-company that you represent and gives 0 for everything. Why is this counted against the agent? However, this should be in addition to paying the employees better, not in place of better pay. Also, I see the responses from the company repeatedly indicating that 90+% of promotions come from within. That's all well and good ... in theory, but the truth is, this is a work from home environment. Most "real" jobs are in Sunnyvale CA, not remote. Sups/managers are generally hired from within, but those opportunities are few and far between. The truth is, there is very very little opportunity for remote workers to advance in the company. No pay raises ever, very little advancement opportunity. For most people, this is a dead end job. A decent place to start or end the working part of your life, and if you want to babysit people (sup/manger) there might be advancement opps for you. But that's about it. Oh, one last thing, medical insurance isn't terrible, but it's very expensive compared to the pay. 78 dollars every 2 weeks and I still have a 6500 dollar a year deductible. That's just for me, if I want to ensure my spouse or kids .... it would cost more than half of my pay.

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Support.com Response
5y
Thank you for your feedback. It is our goal as an organization to be very transparent. Each comment is researched, to ensure the comments are accurate. If we find that they are, we review each topic in depth and make continual improvements. If they are false or misleading, it is our goal to ensure the correct information is provided. Our pay ranges do depend both on role and when you were hired, so those who have posted $9.00 - $18.00 are accurate, as we have agents in roles of a higher degree of tech support. Our pay for performance payout is higher than 10% and climbs each month, as our employees improve their individual performance. All goals can be achieved by all employees. Bonus' are reviewed and audited against client provided data to ensure accuracy and paid out after the audit, generally within 45 days of the close of the period. As new departments open, pay for performance programs are reviewed and established after guidelines and metrics are established. We agree, that bonus' should not be counted on as income, but continuous improvement in performance will make them achievable. The metrics that must be met are the metrics the departments must meet for our clients. Missing one, two or even three of the metrics will not take you out of bonus opportunity, as they are all weighted differently depending on their impact. Coming to work on time, working your schedule should be something we all strive for. If you consistently miss your breaks, start or end times, it impacts your attendance, and our ability to service our customers. We are a call center and we have provided our clients with the number of employees we will have each interval, it is an expectation that employees work their schedule. We have a very robust PTO and Floating Holiday plan that allows a brand new employee 12 days per year, plus an additional 5 unpaid days to take as they wish. All of our roles are work from home at this time, the office in Sunnyvale is a corporate location, but is now 100% work from home, which we are very proud of. While many organizations struggled with the conversion during the pandemic, we did not as we had a solid work from home program in place.
1.0
May 7, 2020
Recommend
CEO approval
Business Outlook

Pros

work remotely, work remotely, and work remotely

Cons

-Management metrics are not suitable for actually helping the customer, -You apply for 1 job and they will add 3 other jobs to your job description once hired all for the same pay.

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Support.com Response
6y
Thank you for your feedback, it is important for continuous improvement. As an organization we work closely with our clients and our employees when setting goals, all of which are attainable and met by the majority of employees. We have a very healthy pay for performance bonus program. While our roles do change over the years, we provide paid training and we state in our handbook that duties may change due to changes in processes.
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