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Vertafore Reviews

197 Reviews
3.4
197 Reviews
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Vertafore President & CEO Alex Lintner
Alex Lintner
55 Ratings
  1. 8 people found this helpful  

    Sad and Disappointing

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Vertafore full-time (less than an year)

    Pros

    Those who actually deliver and perform the work (below Directors) are dedicated to doing what's right.
    The employees are friendly and courteous amongst their peers.
    Crazy part is that I would reconsider going back under the right 'leadership'. There is opportunity here, but not under the management they currently have.

    Cons

    The profiles on GlassDoor reflect a serious imbalance. As you read through these, ask yourself. Why do some people see things going so well, while others see it going so poorly?
    Heavy on executives who think they're architects/engineers. No leadership.

    Executives lack transparency, integrity and respect, and prefer to preach platitudes and advice in areas they have no experience in.

    Investments and value are in the new and shiny rock, with little to no investment made in the future facing considerations of running them.

    Good place to make money if you don't work there. Just take an SVP/VP to dinner/lunch or a ride to the airport and you're in.

    Any function of 'running a service' is undervalued, and operational maturity is an afterthought that creates finger pointing, scapegoats and broadly recognized as an immaturity they would prefer to ignore.

    Pick your role in this company very carefully. You're success at Vertafore comes from being aside the shiny rock, not from the success of ensuring it continues to shine.
    Be weary though, as the axe will come down hard when they need to blame someone for the failure that comes from execution of cheap and fast, while openly accepting poor quality.

    Advice to ManagementAdvice

    Create an executive leadership role for someone who understands how to run a service, and make the CTO a peer of that role. The CTO is not mature or credible enough to understand or accept this responsibility.

    When reviewing the results of the Survey taken earlier this year, focus on the groups providing the poor feedback.

    Actually listen to your people. Don't set up time for them to talk to you, then dismiss their feedback like a cat swatting a mouse.

    You have created a culture of distrust and disrespect. Talk is cheap and has outworn it's effectiveness.
    This gap in integrity won't be solved quickly, but you can show improvements by taking actions that move the needle in the right direction.

    Doesn't Recommend
    Negative Outlook
    Approves of CEO

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