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Sunquest Information Systems Photos
Doesn't RecommendNegative OutlookDisapproves of CEO
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I have been working at Sunquest Information Systems full-time
-This is a great resume builder. It seems that there are a lot of networking possibilities that lead to companies that will pay more for talent. -Almost everyone displays a great level of intelligence. I never feel like the smartest person in the room, yet there is still plenty of motivation to find a new room. -Employees at the same level as you feel a sense of bonding through struggle, and this creates a very friendly atmosphere below management level. -Great hiring practice in having an aptitude exam before an interview. This has lead to a highly intelligent workforce, even though it has also lead to an inability to recover from turnover.
-It is very clear that despite statments of care and interest in the medical field, executive leadership cares only for the dollar. Expect your passion to go unrewarded and uncared for. -Work/life balance does not exist. The job must be done no matter the cost to you , and no matter how small the impact. The impact of this culture is visible, especially in middle management. -Executive leadership hyper focuses on incredibly unimportant things, adding more workload to an already overworked staff. -Compensation and benefits are well below market average, while profitability is incredible. This creates a culture of resume building and exiting. -Nothing done to retain valuable resources. It doesn't matter how good you are, if you get a better offer from another company you will be allowed to leave without a second thought. -Under the new leadership the ability and opportunity for advancement and movement within the company has stagnated. Don't expect to go anywhere internally. -Declining growth due to poor project management and money-grabbing decisions. This is the fault of executive leadership, not the actual project managers.
Advice to Management
Something that was overlooked in the transition of leadership was the fact that revenue generated was the only performance metric. This is something that held over from 4DX and the last president, yet creates a hostile athmosphere. Disconnect revenue from performance and start managing different aspects of the business, not a revenue machine. Disconnect VPs from the workforce. They should be communicating to their immediate subordinates, not their subordinates' subordinates. Lastly, please do not reply asking me to visit people ops to provide my feedback in person. I am not stupid enough to put myself on the chopping block in a company that has transformed its culture into one where any sense of dissatisfaction results in termination, and the phrase "If you don't want to be here then get out" results in termination rather than any attempt to improve.