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AT&T Senior Software Developer Jobs & Careers

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Show:  All Results Last 7 Days
16 days ago

Senior Systems Engineer

AT&T Reston, VA

college/university in Computer Science, Engineering or equivalent. -Ten years of overall systems engineering experience -Min 5 years of Java… AT&T


20 days ago

Sr. Programmer

AT&T Oakton, VA +2 locations

Seeking a candidate to fill Senior software programmer position to support an Intelligence Community contract. Candidate must have strong Java… AT&T


24 days ago

Senior Applications Developer Cricket Wireless

AT&T Alpharetta, GA

Using programming language and technology, writes code, completes programming and documentation, and performs testing and debugging of applications… AT&T


9 days ago

Senior-Technical Architect

AT&T Atlanta, GA

Designs, develops, documents and analyzes overall architecture of systems, including hardware and software. Determines integrated hardware and… AT&T


22 days ago

NGEN (Navy) IT Service Delivery Rep Senior

AT&T Pennsylvania +6 locations

Ten or more (10+) years of experience in network and transport service management, with project management and customer service training or… AT&T


18 days ago

WMN Program Manager\Site manager

AT&T Santa Maria, CA

Organizes, directs, and manages contract performance on the WMN subcontract. Manages budgets, schedules, personnel and quality of tasks being… AT&T


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AT&T Chairman and CEO Randall L. Stephenson
Randall L. Stephenson
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  1. 2 people found this helpful  

    Very Satisfied

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - HR-Benefits  in  Dallas, TX
    Current Employee - HR-Benefits in Dallas, TX

    I have been working at AT&T full-time for more than 10 years

    Pros

    It's a growing, diverse company, with many benefits in addition to a good salary and bonuses. Although they have restructured their bonus system in the last year, it is still a very fair way of compensating employees. They spend money on training and keeping us up to date on our skills set. Most management is approachable with issues you might have that need to be worked out. They have started Employee Engagement Surveys which really help them focus on what we as employees are thinking and how they can approach solutions.

    Cons

    In the past there has not been a clear path to getting the "next job" or promotion. It's a hit or miss approach. Recently, they put in place more of an outline of what you need to do to get your next new job or promotion, but the promotion aspect of the job is not one that is in line with more responsibility translates into an automatic raise. You have to wait for the annual review, so you are stuck in maybe getting an increase once a year, and it is usually not even keeping up with the rate of inflation. We have union employees, so every three years or so, we have to train for completely different jobs to take over their slots in case of a strike. These jobs are totally out of our realm of experience or expertise, and we are required to train for them while keeping up with our own work load at the same time. There is still this stigma that if your boss does not want to release you to a new job or promotion, they can deny you moving to an opportunity, which I think just translates into bosses not wanting to let go of great team members, instead of exercising their leadership skills in developing their team members to move on and ahead. They don't want to lose their good workers. I don't think that releaseability should be left solely to their whims.

    Advice to ManagementAdvice

    Take more of an attitude of developing your team members into the next opportunity. This strengthens the company and lends itself to great employee relations. You are on the right track with recent developments in that area. I come to work to make a living primarily, but also to do a good job for you, so help me do both.

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