TEKsystems reviews

TEKsystems will brain wash you into thinking that things that are not normal, are normal. They will encourage you to have 7:00a.m. breakfast meetings with IT professionals (they meet everyone before placing them with one of their clients), they think that working 7:30 a.m. - 7:30 p.m. and beyond on a daily basis is normal and expect you to do it. They'll let you know plenty of times how much you "could be making". The truth is, some people get lucky there. They work hard as recruiters, get promoted into Account Management and get a sweet territory (of course they are still busting their butt) and end up making six figures within their first 2-3 years with the company. But here's the deal, that DOES NOT happen to everyone, no matter how hard you work. Which is probably why there is such a high turnover there. When you're in sales and what you're selling basically is people, those people are not reliable. They quit, they get fired, and when the people you have placed no longer work for the client, you don't get paid. I'm telling you though, when you're in it, you think it's all normal, all the 12 hour days, all the required happy hours and work events, etc. It's not until you're out of it that you realize that TEKsystems is not the norm. Often times I did not feel right charging the client an excessive amount and paying the person they wanted to hire less than they were worth, but the company pushes you to do it so that they can earn more money.... money that you are earning as little as 2% of. They will tell you during the interviewing process for a recruiter position that you can expect to make 45-60k your first year, this is a lie. No one in my office made 45k their first year much less 60. I can tell you that you can honestly expect to make 35-40k there your first year. My best advice is that if you need some experience under your belt and are either fresh out of college or looking to switch careers (they hired on people from a variety of backgrounds there, not just sales), then go work for TEKsystems for 1-2 years and then get out unless you made it big and are somehow making six figures like the one out of 25 people that happens to. I found that it was actually easier getting into a sweet sales gig by leaving TEKsystems and moving to another company than to stay there and deal with all the drama and politics.

* If you hop on any job posting site, you will see an exuberant number of internal corporate and field recruiting positions open at TEK. Company-wide, attrition is becoming more of an issue that is eroding away at their talent pool. The main catalyst to this is compensation, with TEK's being extremely unacceptable. TEK continues to use the same compensation model that was in place prior to the recession, which at the time worked, as people were grateful to have a steady paycheck. Now that the job market has improved, there are opportunities elsewhere to receive more pay, while performing half the workload expected at TEK. Both prospective employees and current are aware of this, which causes people to walk away from job offers and current employees to be poached by other companies. Working at TEK is certainly a full time job, but there are many people at corporate, even at management level, who carry a 2nd part time job just to make ends meet. TEK also implements a annual performance Merit pay increase. This is the only time outside of promotions you can increase your pay. Using a 4 tier system, they rank you to a predetermined % increase, ranging from 0% to 4%. I received the upper echelon of the performance merits every year, which translated out to about only a $1200 bump in pay per year, barely covering the cost of annual inflation. Corporate pay aside, even the recruiters in the field are feeling the wrath of TEK underpaying their workforce. As of this year, TEK introduced the sunsetting initiative that decreases the amount of commission a recruiter will receive per contractor at monthly milestones. Of course whenever you mess with someones weekly paycheck, it rattles cages and has caused a fair amount of turnover. * With the current understaffed workforce at TEK, it is impossible for the remaining employees to accomplish the workloads they have been tasked, which has caused an increased sense of micromanagement through all levels of the corporate hierarchy. With that being said, the back office is the group that has been effected the most. BOAs (business operation associate) are constantly monitored by management on their every move, whether its how long they were out to lunch, to why they can't seem to perform the job of 2 people. Perception from management also is a big factor that is constantly jammed down everyone's throat. If you are to make it in the company, it is expected of you to "buy in" to the TEK culture of having deep relationships with your coworkers (like them or not), express feelings and to "carefront" (yes this is an actual term used) each other when something doesn't sit right. The funny thing about this is that when the chips are down, TEK's coveted "culture" is the first thing thrown out the window. TEK endorses relationship building to produce "high performance teams". This is very difficult to do when associates are being scrutinized by management, causing walls to be erected that separate the BOA from the MOS (manager of operational support). In the end, this creates a bunch of surface level (or level 1 in TEK terms) relationships between management and employee that unravel with the slightest amount of stress. * TEK makes big promises on opportunity and being able to move about the company to better suit your career path. There are a handful of success stories they love to parade about, but there is a dark truth to TEK promotions. The road to moving around the company is coated with a thick layer of bureaucracy, with drivers needing to use their "development plan" as a roadmap. They make their candidates jump through hoops in regards to tweaking your personality to suit TEK core values just to be permitted to interview for the new role. The process takes about 6-12 months from the point where you display interest to getting the chance to interview. Since TEK is short staffed, majority of the people who go up for interviews are receiving their desired positions. This of course is then paraded around as another success story. The back story to all of this is that the promoted, especially from a BOA to any other position in the company, receive an unofficial pay cut. As a BOA, you are an hourly worker, with the ability to accrual 1 1/2 Overtime. If your doing the BOA role correctly, you should be receiving about 5-10 hours OT per week. This pay factor neutralizes the wage gap between a BOA and being promoted to an MOS, who are salary workers. Also, the majority of promotions out of the back office to another department are lateral, with many going to salary as well. The wage gap slightly improves once you get past the MOS level to SMOS and beyond, as you begin to receive company benefits, but over the last 3 years I worked at TEK, no more then 6 have received this promotion.