Powertek Jobs in Ballston, VA

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30+ days ago

Technical Helpdesk Manager/SLA Manager

Powertek Washington, DC

We are unique. Our personnel define our corporate culture, which is an engaging, team-centric environment that fosters creativity, learning, and… Powertek


3 days ago

Linux Systems Administrator

Powertek Fort Belvoir, VA

Powertek is a leading provider of information technology and business management solutions headquartered in Rockville, Maryland, with locations… Powertek


24 days ago

Project Manager

Powertek Fort Belvoir, VA

We are unique. Our personnel define our corporate culture, which is an engaging, team-centric environment that fosters creativity, learning, and… Powertek


10 days ago

Program Manager - Information Security

Powertek Rockville, MD

• Interfaces with the client (including CIO and CISO) and other stakeholders to communicate project information and timelines. • Coordinating the… Powertek


Powertek Reviews

3.5
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Recommend to a friend
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Nancy E Scott
21 Ratings
  • Think Twice About Working At HQ in HR or Recruiting

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Human Resources in Rockville, MD
    Former Employee - Human Resources in Rockville, MD

    I worked at Powertek

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    Flexibility, no micro managing, free soda and Twizzlers at HQ, some good employees in the field and a few at HQ

    Cons

    No communication, each Executive has a way they want to do things but there is no cohesiveness. It is difficult to make everyone happy because one person has a great ideology and a clear vision while others go against that and want things done their way. HR and Recruiting are constantly scrutinized and told they are not doing enough or they are not doing things the right way. It says a lot about a company when a Recruiter is told on their first day from an Executive that HR and the current Recruiter are no good and do not know what they are doing. It was not a fair comment and it hurt. HR and Recruiting are not valued at all and they are under appreciated due to costing them money instead of making them money. Who is responsible for getting employees through the door to make them money? Who makes sure the employees are onboarded and taken care of with benefits, leave, etc? There were numerous occasions where a candidate would be presented and an Executive would say that they did not fit the requirements, but when you read the resume they were actually spot on. Trust me this is not just my opinion, I received feedback from others in the company about the resumes and they said the candidates were really good! Some of the PMs are great, but the others are not good at all when it comes to being a PM. There were instances where I was told one thing from a PM and then they would say something different to the Executives to excuse their mistakes when it came to budget and hiring. Whatever I did, it was never ever good enough. One MAJOR problem is in regards to their salary data. I asked to see the source of their salary info and was never answered or given access. It is extremely flawed and not even close to accurate. The low salaries made it extremely difficult to fill positions. I considered it a great accomplishment when I found decent candidates for the jobs. They want "A Players" for D to F Player prices. They need to change this to remedy their Recruiting issues. I never understood why they were so hard on Recruiting when I thought we did a good job given the extremely difficult pricing when it came to requirements. When I started, I was given no goals and no list of expectations. I was never approached about doing a bad job, but my review was a joke. It was based off an outside HR agencies assessment of our process. The agencies findings were not accurate because they got false info from some PMs, not all. I presented numerous emails from PMs contradicting information on my review and I got ZERO response after submitted. I fear that if their processes when it comes to hiring were audited, they would have a problem. Some of the hires would come out of nowhere and viable applicants were ignored. not accusing them of anything, just fear that some of their processes could possibly be non-compliant. Lastly, I feel that the CEO only cares about making money and nothing else. This person is very disconnected from what is going on in the company, a product of their communication issues. There were instances where I heard employees being talked to by this person in ridiculous ways, I thought it was degrading. These are my opinions and as a Recruiter, and due to being an ethical person, I want to make sure that anyone considering a job as a Recruiter or in HR has a clear and honest view of what they are in for. I cannot speak for the employees on the customer sites. There are some great people there and one Executive is very smart and passionate when it comes to the company. One of the most driven and passionate Execs I have met so far in my career. I just do not understand where all the negative opinions come from in regards to Recruiting and HR. I went above and beyond when it came to applicants and was a great advocate for the company until I noticed no matter what I did I would not be appreciated and would never meet their expectations. I lasted as long as I could and to be honest, I really wanted to stay and change their opinion because I do not accept failure and I wanted them to finally see that I did know what I was doing and I was a valuable part of the company.

    Advice to Management

    Show HR and Recruiting some respect and show that you appreciate them and things will improve. Get some accurate salary information and things will improve immensely! You have to understand that it is an employee market and more than ever they have their pick when it comes to employers in the area. Good talent will not leave for a position paying them less and for a company that has nothing to offer them that is unique. Make your company stand out with something that other employers are not offering. The culture is not there, the benefits are not there, look to make changes to bring in top talent. Stray away from intimidating the BD department and offer to assist and mentor. Communicate better across departments, there is a serious issue there. LISTEN to the employees! I reached out on multiple occasions and expressed my opinions, no one ever responded! LISTEN when ideas are presented, things have changed immensely and some of your ways just do not work now. Lastly, have someone assess the PMs on their process. A lot of things I have heard from employees are not good and you need to look into what the PMs are actually doing. Why would you not listen to Recruiting when almost all the new employees tell them everything about their program because the Recruiter has the closest relationship with them. I wish Powertek the best and hope they make the necessary changes.


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