Dell Jobs & Careers in Seattle, WA

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21 days ago

22 hrs ago

Configuration Management Senior Advisor – new

Dell Seattle, WA


6 days ago

27 days ago

Client Field Tech Svc Analyst

Dell Seattle, WA


22 days ago

Client Field Technical Services Associate

Dell Seattle, WA


5 days ago

27 days ago

Client Field Tech Svc Sr. Asc

Dell Renton, WA


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    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Client Field Technical Services Senior Analyst in Seattle, WA
    Current Employee - Client Field Technical Services Senior Analyst in Seattle, WA

    I have been working at Dell


    Rapid advancement with little experience needed
    Paid Vacation/holiday/sick leave
    Compensation would be great if not for the cons.


    Management is too busy golfing to be present on the job site.
    Constantly referring to an imaginary service contract that includes whatever they feel it should at the time, which includes excluding things if they want to make up a reason to write someone up.
    Cut-throat and manipulative, strictly focused on numbers and gaming them in order to make their own groups look good.
    Massive pay differences (up to $9/hour) between employees for the same skill/work/time with company
    Won't hesitate to invent a reason to can you if you stick up for yourself.
    Claim tuition reimbursement and several other benefits, but won't let you have the light of day to utilize them.
    Medical coverage is getting worse every year, but they always claim it's improving.
    Quickly reach the cap and have nowhere to advance to.

    Advice to ManagementAdvice

    Actually learn and understand what your employees jobs are... Maybe come to their job sites more than once every couple of years.
    Don't act like you know what your employees jobs are when you haven't got a clue.
    Don't expect veteran employees to train brand new recruits who make $8/hour more than them for the same job, and then expect them be grateful to you!
    Write a TANGIBLE contract that can actually be viewed by the employees you expect to abide by it - and stick to it!
    DO NOT lie to or attempt to intimidate employees who are struggling to get by when they ask to be promoted to the same title as their peers. Listen, consider what they have been doing for the company, have some genuine compassion, we can all see right through the pretentious charade and it's gotten old quick.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

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