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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Technicolor full-timePros
You have to love entertainment, specifically the motion picture & TV industry to love it here. The big picture is what makes all the hard work worthwhile. There's a lot of autonomy, you're not micro-managed unless you're not meeting deliverables (but then, what company wouldn't do this?)
The nicest, most creative, industry-connected, forward-thinking people work here. Successful people here tackle challenges beyond the scope of their jobs to help the business. The kind of people who aren't successful here are clock-watchers who do the bare minimum. This is also the kind of company that doesn't tolerate jerks or a-holes for very long. If no one gets along with you or wants to work with you, it's a good chance you're going to get terminated. If you're a manager and your group has high turnover, you had better take a hard look at your people skills and management style.
These are all positive things about Technicolor. I enjoy working with nice people. Hard working, creative people. The fact that they trim dead weight and jerks? I love it.Cons
Communication. Communication. Communication. There is a serious lack of leadership and communication. If there are organizational changes, managers must do a better job of communicating the ramifications to their team. Changes to role and responsibility, changes to process or policy, changes to team make-up -- these should be communicated, not discovered via word-of-mouth.
Managers have a responsibility to communicate changes to the team, not the other way around. Due to the lack of communication, employees have an unclear idea of their role and responsibilities are.
"What do you do?" Should not garner an unclear, equivocal, vague response. Too often, people are unsure of the direction of the company and their group. Unsure about their role in an ever-evolving environment.
The second biggest con - U.S. employees appear to have no authority to make decisions without the blessing of French executives. Why does it take two to three C-level executives in Paris to make decisions in America? If American C-level executives/SVPs/VPs/Sr. Directors are not empowered or equipped or qualified to make final decisions, why have them at all? Or are these just inflated job titles for front-line managers?
Due to the long chain of command, several layers of approvals are required to make the most trivial decisions, which causes delays from weeks to months.Advice to ManagementAdvice
Empower your managers to execute on decisions and over-communicate the direction of the company, team, group objectives, and jobs expectations.RecommendsPositive OutlookNo opinion of CEO
Getting an Interview
Getting an Interview
- Interview Details
I went through a 2 phone screens,one from an internal recruiter and another via an engineer did an onsite. Onsite was mostly technical questions.
Lots of questions about my previous programming experience,
Questions were the standard garden variety "brain teaser" programming questions involving string manipulation and some questions on OOP; Some logic puzzles as well.Interview Questions
No OfferNeutral ExperienceAverage Interview
- I was given a 100% logic question, no programming involved Answer Question
Let us know if we're missing any workplace or industry recognition –
Technicolor offers a full spectrum of services to the entertainment industry. The company, which first brought color to the movies in the early 1900s, provides the film industry with post-production services such as film processing, special effects, and sound services. Technicolor is also one of the largest DVD and CD replication and distribution providers for the home entertainment industry, and has recently branched into electronic distribution and digital cinema services. The company has worked on major Hollywood films such as Superman Returns, "The Departed", and The...