World Wide Technology reviews

Pay seems to trend below market average for many technical roles in emerging technical areas. Many organizational and management failures due to personal relationships being a significant factor in advancement and hires. The "Saint Louis Club" and other nicknames are used internally to describe this long-term problem. Causes a direct conflict with the core values and leadership principles. Significant focus has been put on obtaining external awards which do not necessarily reflect the day to day experiences of many of the teams. This has created a disconnect in reality between the executive team and many of the employees.

They don’t properly compensate their employees and don’t benchmark their salaries with the rest of the market rates. When I was interviewing at WWT, I was asked why I made at my previous job, and they offered me that exact amount even though the position was a vertical move. When I told them this, they promised that I would be getting regular merit increases. I never saw a merit increase higher than 2% per year the entire time I was at WWT. They also do little to no career planning for employees. Many people are stuck in the same roles for years with nowhere to move up to without leaving their team. It is hard to feel appreciated as an employee when you are not getting any sort of raise or promotion for years on end, and are not given any indication of when you might see one. I saw some people get “promoted” and then told they wouldn’t be given a raise because the “title change should be enough”. The culture is frequently used as an excuse to not pay employees the market value of their jobs.