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SunGard Reviews

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SunGard President, CEO and Director Russell P. (Russ) Fradin
Russell P. (Russ) Fradin
147 Ratings
  • Helpful (2)

    Lessons learned

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Chicago, IL
    Current Employee - Anonymous Employee in Chicago, IL
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I have been working at SunGard full-time (More than 8 years)


    compensation is average, benefits are good, there is no training. advancement is a joke. They ( your middle management tier ), grade you on training, however, there is none available. Never approval for it when requested. It is a great stepping stone for possible entry level positions, however, it all depends on which department you are in and who is your manager. It seems they are not concerned for their employees welfare and are always looking to hang someone for something. If you are qualified, capable, and perform, have ideas that would benefit the business, that person is ostracized or shunned and ignored. The management tends to think they are engineers and do not consult their engineers for much of anything, especially if it comes to technical aspects on improvement or new generation. if you are lucky you will find a few good people you can rely on and depend on in your department. SunGard's investment systems management's corporate internal politics are horrific, lots of back stabbing, cut throat mentality. This management likes to steal ideas and claim as own. I can give many examples but will keep it as brief as possible for keeping it anonymous. They tend to hire mediocre help or employees while others take up the slack. If you are an achiever and you are not in the latest trend such as project management, you are in a bad place. This management tends to make judgements on their staff based on personal opinions and not on the quality and competency of the person. There is no real advancement opportunity, unless you are part of the good old boys club, and mostly incompetent, and talk all day. There was an attempt to build and instill ITIL methodology within the organization, most people didn't like it, or want to comply with the rules, utilize the vast tooling to improve its infrastructure, AND the management did not support it or those technical people that have the most knowledge, BUT, MOSTLY, upper management did not listen, care to understand what they were being told. They just don't give a hoot. If its not billable, this management doesn't want anything to do with it. They do not see or understand the big picture, by improving the supporting infrastructure, and implementing ITIL or some other methodology and actually using it, enhancing the environment, brings a more stable environment, one that can be patternized, offering stability and reduce outages, offering the clients or customers a higher and greater since of comfort, knowing they can rest and sleep at night. This brings more sales, happier customers, etc... they don't care to get it. They did not consult its technical or engineering personnel, the management like to make all closed door decisions and policies. Instead of inviting or relying on their own technical people, they would listen to a consultant. If they so desire of which tells them the same thing, otherwise, whatever it is, is simply ignored. They just made a more chaotic environment, lacking any amount of controls, tooling or methodology. Sev ones have increased. They do not invest in their infrastructure or listen to their engineers. If upper management through middle management and lower management do not like you for any reason, you are cast out and for most is not a pleasant experience. I guess to be fair, other areas may be ok, it is the investment financial systems area that is most concerning. If the clients had other easily transitioned areas to move, I'm sure they would due to the lack of concern, lack of improvement and unstable environment they offer.


    Leadership within the organization or department of investone or financial systems is lacking integrity, growth, sound good judgement, opportunity or concern and character. Personal growth is NONE, It refuses to include or rely on its staff.and would rather Pay contractors 5 times the amount a qualified employee makes. They do not include their knowledgeable staff in meetings or influence decisions. they turn blind eye and deaf ear to their employees input. growth, cannot occur in such an environment. work-life balance is terrible also, if you have a wife, children or significant other, be prepared to let go. high demands, NO REWARD. not even a thank you. Then after all your accomplishments at the end of the year, they try to rip you in half in order not to give you reward or incentive for all you've done. The investone organization is the most profitable departments in the company as a whole, however, it is the most reckless and concerning entity there is. Been through 3 management take overs, and each one is just like the last. Lots of the same words, but absolutely no action. They simply like to hear themselves talk and talk. Nothing gets done.

    Advice to Management

    Stop treating your employees as incidental puppets, stop treating the customers with undue negligence. stop the internal political circus atmosphere and start listening to your qualified staff, those that know best. Stop your backdoor closed door management decision making without consultation, and when given consultation LISTEN. Start making improvements, LISTEN to your engineers and technical people. Stop playing games and putting band aids on everything and actually do something to improve the quality of your offerings. Stop thinking project management is your savior, when there is 2 to 1 project manager for every person that actually works and contributes. They have this "do one thing" initiative that management feels they are looking for people to contribute to help or improve things, however, they think small about it. making minor, little, insignificant, small suggestions like changing the name of a field on a spreadsheet, add another attribute to a config file for monitoring or other sense, change a line or two in a process statement, etc... instead of thinking and accepting something that really matters, start thinking BIG, start listening and accepting, start actually improving and not putting everything off because you think you know best, and it just doesn't fit into your program, claiming you don't have the resources, NONE SENSE, the resources exist, the knowledge exists, the capability and motivation exists, it just didn't come from above, and therefore it goes nowhere. It has gone nowhere for years. When will you listen and start doing the right thing. Improve don't just fold to a power trip or struggle, start actually improving the supporting infrastructure and see your clients happier, see sales increase. maintaining the status quo just doesn't do it these days.

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