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Triple Point Technology Reviews

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Andrea Pignataro
35 Ratings
  • Helpful (11)

    Great work-life balance but no place for a career

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Senior Business Analyst in Houston, TX
    Former Employee - Senior Business Analyst in Houston, TX
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Triple Point Technology full-time (More than 8 years)


    Decent pay, time off, and little stress. There is no management involvement so people come and go as they please. If you are happy with the money then this is your place. You'll go nowhere and learn little so don't expect a career here. You'll make decent money and it will give you a great work life balance! There are great people to work with at the lower levels. Management is seldom seen or heard from. Many of them seem smart and are pleasant to work with. They just aren't involved at all. I enjoyed working here for eight years and was sad to see it deteriorate over the last few years. A lot of great people left or were let go. I give the place a three, because I enjoyed my fellow employees and felt I was paid fairly. That is a five. Zero career path, culture, and management add up to one .


    Zero culture. Management are ghosts. I'm amazed that some of the charismatic leaders don't do more. I assume it is because they aren't empowered so they can't make any real decisions. The software is a must have in the industry yet they can't seem to turn things around. There have been a number of acquisitions over the years and integration between them has always been an issue. Management needs to concentrate on that for a year. You won't receive any communication from corporate except for once a year. The company outlook held every once in a while on a conference call is extremely vague. No details and all about management. They move themselves around a lot and change up their titles and reports. The meetings mean little to the masses. When there are company parties and events you seldom see managers. It's as if those events are done as the bare minimum to remind employees that there is a company still. In the eight years I worked at TPT I never saw one promotion. People left and the usual response was to not back fill them and divide up the work. Occasionally, the job was given to someone internally. A true promotion would be to build a new team or given a new title and not just filling a void because they have to.

    Advice to Management

    Get involved. Communicate. Empower. Provide areas for growth and spend money on clients. It's a relationship that you need to foster. TPT hasn't had a good relationship with their clients and it isn't just because of software issues. There needs to be a clear message from management on the direction of the company. All clients see is less and less employees at the firm. How will things improve with a skeleton crew left? Why would they invest their time AND money in a software solution that doesn't have enough employees to support it? Eventually, you will have to invest money to make money. Things aren't just going to bounce back. When a client wants to spend money with you and asks for a quote, deliver it. Taking months to respond is ridiculous. Clients can't plan their budgets and it infuriates them. Empower lower level managers to make decisions. The sales team of a company brings in all the revenue for a company to survive and is why they are paid the most. TPT has decided to circumvent that and essentially has zero sales people. It is up to the product managers to juggle that task. Major flaw! The one Sales executive has had terrible results but still remains. Bring the knowledgeable people back and get rid of that figure head. If you want to get more out of your employees then cut the pay and increase the bonus. Make the bonus quarterly and have definitive goals. Employees can end up making the same so it shouldn't be any worry to them. They could though make less or more so they WILL be more engaged. Reviews at TPT are a joke. It takes them five months to complete after the year is up. Big companies with 100x more employees are able to do this quarterly. Empower lower level managers and you could make this happen. You could also make employees share in the profit/loss. You want them to think like owners? Make them owners! As things stand now, you are given your same inflation pay raise each year and whether you kill yourself or coast it means nothing. When the CEO is actively involved in hiring an employee at the lowest level you know that the big picture isn't being taken care of. I can't approve of the CEO because I know nothing about him. I couldn't pick him out of a lineup or recall an email he sent to the company (though he makes all the decisions). The company hasn't been making the kind of money it needs to and the solution is to constantly cut staff. Employee morale is low and has been. Management, get out of your offices and talk with your employees. Hit the road and meet with clients. Take them out to dinner. If you don't make these changes this company won't last another year!

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