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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at RadiantBlue TechnologiesPros
Some flexibility in work hours--work from home, flex time during pay periods, etc.
A nice physical environment to work in--large work spaces, plenty of natural light, well stocked break room.
Federal holidays and 4 weeks starting vacation.
Plenty of challenging tasks to meet any level of software development experience.Cons
Senior and middle management only pay lip service to professional development. They do not actually invest their time or abilities into their employees. If an employee inquires what is necessary to improve, she will be brushed off with management simply telling her what they think she wants to hear. Some leadership will go out of their way to legitimately insult employees that express a desired career path that differs from the one management themselves followed.
Senior level management has shown a tendency to promote unqualified individuals internally, then fire these individuals when they do not perform to the ability of someone 10 years their senior.
Assignments from mid-level managers are typically one or two lines long with no details (neither documented or known). Specifications are usually conceived on the fly and it is not unusual for these to change in the middle of implementation. This causes regularly slipped deadlines that are nearly always blamed on the developer.
Performance feedback comes only once a year. Employees are required to make annual goals, but there is no review of the employee's previous or future goals and management does not follow-up to see if those goals are being met. Reviews lean on the negative side with little praise for success (if they even remember the success at all).
Executive level is completely opaque. The condition of the company is only delivered in vague generalities--and pressing the leadership to share more details leads nowhere. Company-wide meetings have a broken record feeling; so much so, that employees can quote a large percentage of the meeting verbatim before the meeting even occurs.
Company-wide annual raises are in the 1% range with a few select "top performers" getting 8-10% raises. (This is effectively a yearly pay cut for most employees since it doesn't keep up with inflation.)
Very unprofessional environment. Some examples include: constant laughter and joke making during sexual harassment training, off-hand derogatory remarks towards homosexuals during team meetings, and announcing the firings of team members in an inconsiderate, if not bragging, tone.
Despite management's claims of a near perfect work environment, RBT suffers from exceptionally low morale. Attempts to placate this are generally potluck style parties that are inconvenient to employees that must take time out of their private lives to prepare refreshments, then are interrupted in their work causing them to fall behind on assignments as well as stay late to make up the time.Advice to ManagementAdvice
Executive/Senior Management needs to be transparent about their future plans for RBT. Employees depend on the viability of the company and deserve the full picture.
Middle management needs to come to the realization that they are a support role. Their entire job revolves around providing the team members working for them with the resources and experience necessary for those members to flourish--not the other way around. The current prevailing mindset of these managers is that junior level members exist to lift them up and stroke their ego. If this doesn't change, RBT will never grow to be a serious defense contractor.Doesn't RecommendNegative OutlookDisapproves of CEO