The only reason I'm giving HC a 2nd star is because of their extensive training.
Pros
I worked at HC in Salt Lake City for almost 5 years. When I first started I thought I had the best job in the world (don't judge, I was right out of high school, I didn't know any better) because my starting wage was $11/hr and the perks were decent. If you're a top performer, you have the OPPORTUNITY to win stuff like gift cards, prizes, etc on a monthly basis. That had dwindled pretty significantly by the time I finally left. Like my review title says, they put a lot of time/money/effort into making their customer service employees the best in the business. The training I received from this company made me a hot commodity when I started looking for a new job. Because of all the skills I learned and perfected here at HC, I ended up getting offers from every company I applied to after I threw in the towel here. If you want to learn skills that make you an amazing customer service rep and look great on your resume, this is the place for you. Its not a bad starting point for someone that's never been in customer service before. The 401k is decentish, Benefits are alright.
Cons
1. Pay They are in NO WAY compareable salary wise. Starting pay is $11/hr. There are 5 different call centers within a 5 minute radius that all have a higher starting wage, by more than $1. You do get an increase every 6 months, but its almost an insult, even if you're a top performer. My best raise out of the five years I worked at HC was 26 cents, and that was with a near perfect review score, being top 3% in the first quarter of that review period. My manager when I left and gave my exit interview told me that they are only allowed to give a 1% increase each year, so split that in half, and then create a ranging scale on who gets what based off performance. I started at $11/hr. I ended at $13.26. Pay is why I left. I couldn't afford to bust my butt for this company any longer, and get paid poop for it. I split being an interim supervisor between myself and another employee for 2 weeks before management opened up the replacement position. I went to HR to get a general idea of what I could expect salary wise if I applied and got the offer. Its NEVER a good sign when HR gives you a deposition before answering a simple question - most people don't become a supervisor because of the money, they do it for the experience. Translation? The increase would be minimal, and it turned out to be $4000 UNDER the minimum salary for a supervisor position. 3. Promotions Promotions to a level 2 specialist were based off of 6 months or more of exceptional stats. The problem is that when you do as many burst projects as I did your stats start over every single time. Or, if you're unfortunate like I was, your temporary supervisor doesn't bother to monitor your accomplishments or send them on back to your normal supervisor. Over the course of 5 years I changed supervisors more than 13 times. That's almost three times a year. That made it almost impossible to ever get my promotion to L2. By the time I finally got it, I was already done and looking for a new job. Too little, too late. 2. Temp services for recruiting The turnover rate was astronomical, not because of the training, but because of the people being hired and the meager start wage. New hire classes would start with roughly 20. On average, only 2-5 would make it out of training.
