AT&T Jobs in San Francisco, CA

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30+ days ago

Sr Member of Technical Staff (Labs Network Transformation Architect)

AT&T Palo Alto, CA

• A SMTS candidate shall have a Ph.D. in an approved field from an accredited university, or a Master's degree in an approved field from an… AT&T


30+ days ago

Mgr OSP Engrg Design (PB) TDP Technology Operations

AT&T Milpitas, CA

This 36-month program is designed to transform you into an engineering expert at an accelerated rate. Here, youll learn from diverse perspectives… AT&T


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AT&T Reviews

3.3
7,152 Reviews
Rating Trends
Recommend to a friend
Approve of CEO
AT&T Chairman and CEO Randall L. Stephenson
Randall L. Stephenson
3,317 Ratings
  • Great place to start a career! Not a great place to stay after the first 10 years.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Account Manager in San Francisco, CA
    Former Employee - Account Manager in San Francisco, CA

    I worked at AT&T full-time (more than 10 years)

    Recommends
    Neutral Outlook
    Disapproves of CEO
    Recommends
    Neutral Outlook
    Disapproves of CEO

    Pros

    Company used to allow employees to transfer to other departments if you met the skills sets. My career path started in Computer Operations, and migrated to the following departments: Computer Operations Support, Applications Programming, Carrier Exchange Sales Team, Alliance Group Management, and Technical Recruiter in Personnel.

    Cons

    Working as a manager includes evenings and weekends without overtime. Excellent managers would get "SPECIAL" projects that their peers did not. In other words "You were penalized for for being good!" Average performing managers would not get extra work and received only a little less compensation than excellent managers.

    Advice to Management

    Spread the work around to all managers. Don't penalize the excellent ones with additional work. Allow personnel to transfer to other departments with qualified skill sets. Promote from within and stop hiring consultants who know nothing about the work who make recommendations for upper management. Listen and reward existing managers who are in the front line and perform the daily functions that propel the company forward.

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