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CapTel Reviews

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Robert Engelke
59 Ratings
  • Micro-management & Environmentally stressful city

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Customer Service Representative in Madison, WI
    Former Employee - Customer Service Representative in Madison, WI

    I worked at CapTel (More than a year)

    Approves of CEO
    Approves of CEO


    Some of the best reasons to work at CapTel was the people that I worked with. Two years after moving to a new city, it seemed like I was never going to find any friends. But after starting work at CapTel I really felt that I finally fit in with a group of people and actually made most of my friends through work. It seems like everybody that isn't on the administrative team is on your side, even most of the administrative team is on your side, and can understand what you're going through. They provide a lot of training to ensure you have the information and resources you need to succeed.


    The director does not stop mirco- managing anybody from any position no matter what, even if you've been there for 10 years, she still watches to make sure you dotted your i's and crossed your t's. Which is annoying, not only to the person she's micro-managing, but to the team leaders and supervisors whose toes the director is stepping on by inhibiting them from doing their jobs and stumping their potential.

    Advice to Management

    Start having employees track their job satisfaction everyday to find trends that are affecting your workers performance within the company. Be sure to touch upon stress levels. Think of new ways to ensure your staff's stress levels can be reduced throughout the day while on the clock. This means when you move into the new building, having desks that are avaliable to sit and/or stand. Encourage people to get up from their desks every 20-30 mins if its to ask their team lead a question, stretch their legs, or walk around the office for 2 mins. This will not only reduce their stress, it will allow their brains to refresh and be reset, which leads to better troubleshooting skills, and better critical thinking skills, and quicker performance response times. (This way Pam, they'll log back into primary faster on average). YOU NEED TO HAVE MORE WAYS TO SHOW STAFF APPRECIATION. Break it down and delegate the staff appreciation responsibilities to the Team Leads and Shift supervisors. By delegating this mainly to team leads, you provide team leaders with more autonomy to figure out how they want to creatively show their staff team members that they're hard work is appreciated. Without it, no appreciation is EVER received. Having administration be in charge of staff appreciation DOES NOT WORK because you attempt to please everybody at once, one or two days out of the year....ITS NOT ENOUGH FOR THE WORK THAT YOU REQUIRE OUT OF THEM. STOP MICRO MANAGING EVERYBODY, you take away from the responsibilities of your team leads and supervisors. At some point you need to cut the umbilical cord and have faith that your baby will still function if your not there.

CapTel Interviews

Interview Experience

Interview Experience


Getting an Interview

Getting an Interview


Interview Difficulty


Interview Difficulty




    Talent Acquisition Interview

    Anonymous Employee in Milwaukee, WI
    No Offer
    Positive Experience
    Difficult Interview


    I applied online. The process took 2 weeksinterviewed at CapTel (Milwaukee, WI) in June 2015.


    I applied online, and was contacted via email and phone for an initial phone screen. The phone screen was an hour long. Afterwards, I was scheduled for a face to face interview which was an hour and a half long. I was not offered the job based on my salary requirements even though we spoke about it in the initial phone screen thoroughly.

    Interview Questions

    • The questions weren't difficult but a long interview with four people can be taxing on anyone.   Answer Question

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Additional Info

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Headquarters Madison, WI
Size 1000 to 5000 Employees
Founded Unknown
Type Subsidiary or Business Segment
Industry Manufacturing
Revenue $50 to $100 million (USD) per year
Competitors Unknown

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