Doesn't RecommendNeutral OutlookDisapproves of CEO
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
There are some people at FJA who are really passionate about creating and delivering an excellent product to their very small customer base. The technology used, while not cutting edge, is fairly solid and somewhat interesting to work with.
Unfortunately, their small customer base typically runs FJA's product on WebSphere running on mainframes, so there are few newer technologies (PaaS, open source Big Data) that they can integrate their product with. Additionally, the product itself is pretty boring - it's just health insurance management, no matter how they spin it. FJA's client base is pretty small, so growth is slow and incremental. Management is myopic when it comes to product direction; the base product is code-generated from models based on the OpenArchitectureWare framework, and so is constrained by the limitations of that framework. They do, however, make extensive use of Spring components, which is really the only exciting thing I can say about their product from a technological point of view. The pay was pretty low, the atmosphere can be antagonistic and negatively competitive, and situations where you are under a lot of pressure are commonplace. There was never any budget or time for training or education; I don't want to give the impression that it was a sweat shop, but it certainly wasn't an atmosphere that encouraged creativity or made you feel especially good about your work on any given day. Finally, if you are not located in their New York office, don't expect any recognition from management. I was hired as a solutions architect, but all I was ever "allowed" to contribute was lines of code. I introduced several new technologies when I was there and there was no acknowledgement of contributions, which is a real morale buster.
Advice to Management
Take better care of your people, especially those in your Denver office. It can feel pretty isolated there. Take a more proactive approach to employee recognition, promotion, education and training. Encourage new thinking and fresh approaches to problem resolution and product direction. My experience was that middle management was only there to appease top management, and not to facilitate the needs of those they managed.
Recommend to a friend