Broadridge Technical Consultant Jobs in New York City, NY

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Broadridge Reviews

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Broadridge CEO Richard J. Daly
Richard J. Daly
174 Ratings
  • Helpful (1)

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    • Work/Life Balance
    • Culture & Values
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    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Deer Park, NY
    Former Employee - Anonymous Employee in Deer Park, NY

    I worked at Broadridge full-time

    Negative Outlook
    Negative Outlook


    Some of the people are skilled and dedicated. Depending on who your direct manager is, the work-life balance can be fantastic-with the flexibility to work from home and take off during the day for doctor's appointments. As long as you have proven yourself by adding value and producing output, there is usually flexibility. With this company there is also a great opportunity to get experience in whatever area you decide to pursue within your role. A lower level employee can get experience with higher level duties. That makes this a good company for starting your career and figuring out what you enjoy and what you do not. You may find it difficult to get rewarded and be promoted once you have outgrown your role, but the experience you gained will be beneficial to you.


    The culture in my department was lacking in structure and standards for behavior. Management would deal with issues by speaking poorly about their employee with other employees, rather than by having an honest, direct conversation with the individual(only). There was also a culture of distrust in employees; others will not give you the benefit of the doubt. In order to survive in the culture, you must work hard to defend your reputation and showcase any work that you are doing. Even though the company is doing well, there is still a strong urgency to cut the amount of money spent on labor and a push to send labor to India.

    Advice to Management

    Employees need to feel supported by their managers. If an employee goes through the trouble of bringing up an issue to you, you should take it seriously and put effort towards remedying the situation in an effective way. If a leader doesn't care about the opinions and struggles of their employees, then it is a poor reflection on the leader, not the employee.

    Broadridge should not to fall into the trap of transitioning labor as cheaply as possible, without ensuring that standards for quality behavior and output are being withheld.

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