with some changes could be an amazing employer. But they aren't there yet!
Pros
I left HTA in January 2016. I previously left a very negative review which I have since deleted. After being away from the company for a few months, I wanted to come back and leave a more accurate review. First of all, immediately after submitting my resignation the CFO Leila Centner called me personally to discuss the reasons I was leaving the company and she had already implemented changes based on my feedback I provided when I submitted my resignation. This is something you don't see with many companies, taking feedback and making changes. Not many companies care when a Customer Service Rep quits, but at HTA an executive called me and spoke to me for over an hour, listening and allowing me to express my concerns. I actually accepted her offer to return to HTA after our discussion, only to be called the next day by Leila who told me "I made her look bad" because they read my emails and chats and thought I turned other employees against HTA. (I hardly talked to anyone at work via email or chat and rarely complained) everyone was interrogated after my departure and an intensive review of all chats and email conversations took place of current employees. Big brother is watching, listening, and moinitering every internal conversation to make sure no one speaks negatively about HTA. The CEO and CFO are amazing, caring people, but trouble brews from a husband and wife being first and second in charge, read on and I'll explain.
Cons
HTA is very innovative and recently started a work at home program for their Call center, allowing people in different parts of the country to be part of the team. The pay for work at home agents is extremely low and the company charges a 600.00 dollar deposit for the tools required to do the job. As a result of my feedback the company had reduced the amount of the deposit taken each pay period from 100 dollars to 50.00 dollars until the employee has paid $600.00 in total. I believe that instead of charging low paid employees a deposit on equipment that is needed to do their jobs, the company should offer a "bonus" of 250 to 300 dollars if an employee quits and returns equipment in good condition. Having to pay for the tools needed to do your job is borderline unethical. I noticed on a previous review the company President Jon Routledge indicated, "to claim that we have required employees to pay for the equipment they use at work are factually incorrect" I can assure you as a former Remote employee, HTA does charge for the equipment needed to do the job. HTA needs to understand that the way to attract and retain top talent is to pay a living wage. HTA pays remote agents 10 dollars an hour, recently bumping it up to 11 dollars an hour after numerous high value employees quit. HTA will ALWAYS respond to low pay complaints by saying " we review compensation annually to remain competitive" HTA should not try to be "competitive" they should try to be the best, and they will not only attract the best employees, but they will retain employees as well. Many reviewers have indicated HTA executives track websites and emails Etc. when I left the company, they tediously went through every email and chat conversation ever sent, pulling employees into meetings with HR that I had spoken to or was friends with to determine if they were "team players" The company uses the controversial H1B Visa program and brings people from India to the United States for the sole purpose of saving money on labor. They can't find people in the USA who need jobs? They need to bring people from India to the USA with the H1B visa program? It's all about paying people the absolute lowest pay possible, even if they have to bring people From Third world countries to pay the lowest salary possible. Greed, plain and simple.