UI/UX Designer IM – new
Fiserv – The Hague
Job Title UI/UX Designer IM50862 Job Purpose General: This is a key role within the Financial Crime Risk Management development group within… Fiserv
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“Highly bureaucratic, prone to sudden surprise downsizes. Ok compensation and hardware/software/training. ”
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I worked at Fiserv full-time (less than a year)Pros
Salary is competitive. Budgets for software and hardware were pretty OK. Nice ultrabooks, multiple monitors, good online training system on the Intranet. If you had the time, you could learn about several topics. Good use of remote videoconferencing and messaging tools. Tolerance for occasional work-from-home via VPN and such tools.Cons
Extremely heavy and bureaucratic. Claiming to be working in Agile/Scrum but it is just a disguised Waterfall. Simple decisions that could be solved in two weeks can take two months due to the chain of command, approvals and incredibly heavy set of rules regarding compliance, security and sometimes - random rules. Full of fragmentation due to the acquisition of multiple smaller companies.
I was hired with lots of promises and one day we were told that the new executives would come to Europe for a presentation. They did present themselves and 45 minutes after, two thirds of the department had been escorted out of the building. At least in Europe, this was shocking, literally treated like employees caught stealing. Led to HR to pickup a letter, handed over all hardware and escorted out. 10 people out of a team of 15. There were no prior talks with my direct manager. The same with EU Managers. I got booted without even having a chance to talk to my team. This company made several of us relocate from cities or countries and abandon solid jobs, just to drop us all with a thirty minute talk of the newly hired unit director. Total lack of respect and empathy for employees (many had joined just two months ago, some four months, some 10 years ago)
I understand that a company has to reorganize its structure due to strategic changes and responses to P&L, but there is a much more empathic, human way to handle these processes than the classic Reduction-In-Force. This might fly in the US, but in Europe it will get you a pretty bad reputation - employees want candid, honest, frontal leaders and not someone who will shotgun fire you with no previous warning or talk.
By the time of the downsize, I was already looking for a job as I got fed up with the all the hurdles and roadblocks on my path. You have to work very hard, but it is difficult to work smart since any minor change requires a tsunami of emails, meetings and approvals. Politics are everywhere and there is a lot of legacy code and legacy people from all the companies that were bought. Resistance to change is high, but even the ones who accept it give up after some time swimming against the current.
Work/Life balance was poor, especially for management. Spending 80% of my daily time in meetings and email threads, I had little time to actually get useful work done and the only alternative was delaying things or working at night and weekends at home. I could not delegate, as many of my team was fired or quit between the day of my job interview and the day I joined the company.
I won't advise anyone to drop a solid, rewarding job for FISV, unless you are willing to take the risk or being RIF'ed at any time, ignored by your superiors and can take the pain of an endless number of meetings and red tape. If you can get a good package offering from them and you can handle these factors, then FISV is a good place to learn a bit about the market, specific areas (via excellent e-learning)Advice to ManagementAdvice
Flatten the structure. Reduce useless, time-consuming processes. Divulge a culture of working smart and not hard. Show respect for people you hired, worked hard for you and got terminated - at least having their hiring managers talk to them previously, instead of escorting them out like employees caught stealing. Reduce bureaucracy and keep in mind that a meeting is useless if what comes out of it is just the people who got in the room.Doesn't RecommendNeutral OutlookNo opinion of CEO