- Equilibrio entre trabajo y vida personal
- Cultura y valores
- Diversidad e inclusión
- Oportunidades laborales
- Remuneración y prestaciones
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Ohio Office 1485 Corporate Woods Parkway Obtener indicaciones
He estado trabajando en Glassdoor en tiempo completo (Más de 3 años)
The move to work from home has been awesome. The teams all the way to the execs have made the transition from working in the office to working from home pretty seamless. I also enjoy the fact that we can now work from anywhere. While I did not enjoy working from home initially, I have found myself to be just as if not more productive on most days. Along with that, allowing us the opportunity to move to different states is an awesome perk for those who want to take advantage of that.
The stipend that was given for us to buy office supplies was clutch. I was able to buy a brand new desk that has made my home office a much more comfortable place to work. I thought the amount was more than generous and was greatly appreciated.
My team is awesome. We don't take things too seriously, but also work hard and collaboratively to get things done
I am not a fan of how slowly things move within the engineering department. This is due to the many bugs that occur on what seems to be on a daily basis with the admin side of the site. It appears that resources in the engineering department are slim and things do not get addresses as quickly as they should. It seems like there is more of an emphasis to push out new products than there is fixing our existing products. While I appreciate trying new things and trying to move forward, a lot of times the tools that we currently work with need fixing before moving on to something else. This slows down productivity for a lot of people within C&C and is frustrating to see a new product coming out when we don't even have a handle on the old ones or even something new that was already released that still might not function correctly. A lot of these things just feel like "hurry up and wait" situations. Hurry to push new things and then wait for them to actually work correctly. Again, this is referring to things on the admin side.
Also, I hate Workday. I would prefer a less complicated and more intuitive employee management system. I was given a small crash course on how to use this from a managerial standpoint that I still don't know how much of it works. When we are given new instructions on new things we have to do, the instructions infrequently match up with what I see in WD and don't function as the instructions say they should. Every time I have to do something new in WD, I already anticipate some sort of issue and most of the time I do end up with an issue.
Recomendaciones para el equipo directivo
There are still some micro managers in the house. It feels like everything some of us try to do is always dictated by certain leaders in the house. It's like they are afraid to try something a different way than they would normally do it. I wish some of members of management would understand that their way isn't the only way and that other ways can also be successful. Have some faith in your team. If you want to dictate every move and every decision they make, then why do you even have them on the team? You don't truly have a team anyway if there isn't trust. Let us fail sometimes with something we want to do. How do you expect us to learn if we don't fail? We are grown ups here and should be able to see failure as a learning opportunity so if the decision we want to make or path we want to take doesn't crash the entire Glassdoor world, why not let us take our shot? You might be surprised as what we can do.
Me postulé en línea. El proceso me llevó Más de 2 semanas. Acudí a una entrevista en Glassdoor (Uniontown, OH (Estados Unidos)) en agosto de 2019.
The entire process took a little over two weeks. From the initial phone interview to the final interview everyone I spoke to was professional, knowledgeable and pleasant. Everything was very organized and was the absolute, most positive experience I've had with recruiting at any company. There was a second call with the hiring manager. This one is key. You discuss the job and your background thoroughly enough that by the time you have an in person interview you are confident the job is a great fit. This third interview was with 5 individuals and included team members and levels of management. This interview of course discussed your background and skills even further but it also let both sides determine if it would be a good culture fit.
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