CompuCom Jobs in Dallas, TX

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Show:  All Results Last 7 Days
30+ days ago

Alliance Solution Architect

CompuCom Dallas, TX

• Works with the Alliance Sales to develop new alliance partner relationships, alliance product sets and pipeline for services. • Collaborates… CompuCom

30+ days ago

Service Desk Analyst

CompuCom Dallas, TX

Qualifications: A+ Cert Hardware Experience Customer Service Focus Printer Experience a huge plus Qualifications: A+ Cert Hardware Experience… CompuCom

8 days ago

Technical Support Analyst I

CompuCom Arlington, TX

Responsible for supervising the manufacturing and installation of computer or computer-related equipment and components. Major Job Duties… CompuCom

28 days ago

Field Services Technician

CompuCom Lancaster, TX

• Follows a regimented schedule. • Identifies, researches, and resolves technical problems at clients site. • Responds to telephone calls… CompuCom

30+ days ago

Pre-Sales Solution Architect - Server, Storage, Networking, and Software Solutions

CompuCom Dallas, TX

• Participate in client meetings, leading the consultative sales process to identify and understand client needs • Lead the development of… CompuCom

2 days ago

ServiceNow Developer – new

CompuCom Fort Worth, TX

• Develop workflow for knowledge article submission, modification, approval, publishing, and retirement of articles within the ServiceNow platform… CompuCom

30+ days ago

Desktop Technician

CompuCom Dallas, TX

Requires 1-2 years of related work experience, or AA degree, or technical training, or equivalent combination of education and experience. Employees… CompuCom

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CompuCom Reviews

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CompuCom President and CEO James W. Dixon
James W. Dixon
318 Ratings
  • Helpful (6)

    2 Year Associate Review

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

    I have been working at CompuCom full-time (More than a year)

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO


    Option to work from home one day a week. Adequate PTO (Paid Time Off) given each year. Gym and Grill down stairs. Free coffee, hot coco and plain tea provided. Starbucks brewed coffee in the containers down stairs. Creamer and sugar provided. Good Eye and Dental Care available. My personal Manager is be flexible with any un-expected occurrences and allows for make up time from home if needed. I assume that is due to my performance as an individual and is not give to those who abuse it. They have Thanksgiving and Holiday Luncheons.


    Medical Insurance was dropped down to the lowest quality this year, only an FSA plan available, Per my manager, it seems they are trying to make you choose a company outside of the company. No bonus or merit raises given. No monetary recognition give for people who excel. They say they will give a bonus if you reach a certain goal and do not give it when it is reached, this has happened twice in 2014. Upper Management do not take an interest in the day to day employees. I have worked here for 2 years and yesterday was the first time my second line boss talked to me and it was to accuse of mis-conduct without any backup or examples as to the reason for the accusation. When confronted no proof was provided only hear say and when asked to provided written backup/examples or published HR documentation of an offense, only vocal speculation was provided. I received an Above Expectations review from my first line the day before, whom I have a meeting with bi-weekly to review my performance, and when asked for ways I needed to improve, never given anything but positive feedback. When I first started as a permanent employee a condition of my employment was two days of working from home which was downgraded to one within two weeks. When I took over two associates duties that were let go due to poor performance, all the corrections I made to their accounts were counted against me as my mistakes, and was the reason given to me as to why they downgraded my work from home days. Any mistake is regarded with hostility, and any excelling performance gets no response or one reference in private, no rewards or recognition. There has been no room for advancement in the 2 years I have been here. Management is allowed to watch Netflix during their lunch and breaks at their desk on a company computer, but when an associate decides to read at her desk on her own device during a break or lunch, they get reprimanded. There are no written procedures or SOF for a new associate to follow when starting out, only one or two days of training with another associate, and again when any mistake is made it is addressed with hostility, I assume to ensure that the humiliation is a way to prevent the person from making the same mistake again. Company has been laying off people left and right, but no info has been given as to how the company is doing as a whole, to reassure associates of job safety. The company as a whole does not care about it's day to day associates, they have a school supply drive for local schools, but to not inquire if its own associates are in need. When they have a company luncheon associates are required to bring a donation for some charity and provided a ticket to eat with, if the associate cannot provide one, they are excluded (this has recently changed, but thought it work mentioning).

    Advice to Management

    Provide Management with training on how to be a manager or excel at it. Recognize excelling performance. Give Merit raises. When conditions are set forth for employment, stick to them. Create SOP's (Standard Operating Procedures) for each position, with detailed instructions. Provide the best benefits to keep your employees happy, since the downgrade of the Medical insurance I have noticed a drop in morale. If a bonus is promised for a goal achieved, follow through and give that bonus to the associate that have met or in my case exceeded that goal. Give associates updates as to why people are being laid off, and reassure them of the companies future. Make it mandatory that upper management converse with the day to day employees, make an effort to get to know them. Make it mandatory for management to have proof of mis-conduct before accusing them of it. Have them research the associate, review their productivity and quality of work, to see if there is any indication of the claim before addressing the associate and when the associate asks for a more detailed account or published HR documentation, provide it to them. Don't just bring up hear say, get written documentation to show them.

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