- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Uhlig full-time (more than 3 years)Pros
I work in the Medical Division at Uhlig where there's plenty of opportunity. It is quite a bit different than what other reviewers have mentioned about Software Development at Uhlig. We are using ColdBox MVC for ColdFusion with ORM, ExtJS, NodeJS, Git, along with Atlassian Tools - Jira, Confluence, and Stash. Our team builds APIs for mobile apps too. This is a demanding position where we are writing code that ultimately helps Cancer Patients.
If your focus as a Developer is on your code, improving your skills, and working in an Agile environment, you could thrive on this team. What keeps me at Uhlig is the people I work with, I feel valued, I am learning, and I get to work with the most advance code I have seen in Kansas City. Uhlig has been a sponsor and supporter of the ColdFusion Community in Kansas City for years. There is no doubt that this is one of the most advanced software development shops in Kansas City.
The turnover rate for developers is not what other reviewers have speculated. Most of the developers have been at Uhlig from 3 to 10+ years. Developers get percs other employees don't get, because we are valued. We want to build our team with energetic, creative, people, who are self-starters and get high quality results.
If you've interviewed at Uhlig before, come back and give it another shot to join the Medical Division. If you write CFML, or Sencha ExtJS, this is the place to be, using the best frameworks and delivering some of the best products in the Medical Industry.Cons
Whatever cons there may be, every company has them, and if you're patient long enough, things will change.Advice to ManagementAdvice
Keep managing, I'll be having a ball writing code.RecommendsPositive Outlook
Getting an Interview
Getting an Interview
- Application Details
I applied through a recruiter. The process took 2 weeks – interviewed at Uhlig.Interview Details
The most notable aspect of the process is that I inquired about whether I might need an accommodation during the skills test. I didn't know if aspects of the testing would need to be adjusted because of my disability. I emailed the in-house recruiting department and asked if someone could discuss the testing conditions to help me determine if I needed to request an accommodation. I received no response to my query. The next day, I left a phone message to the same effect for the department. I got no answer. I called again the following two days and left similar messages. I still received no answer.
The day before the scheduled test, I called the main number at Uhlig and explained my situation. I asked if there was someone in human resources who could speak with me about my accommodation query. After being put on hold, I was informed that nobody was available to help me with my question. The person I spoke to neither provided me with contact information for someone with whom I could follow up, nor did she request my contact information so a representative of Uhlig could contact me.
Subsequent to the conversation detailed above, I emailed the recruiting department again and stated that I had tried several times to connect with them so I could find out if I needed to request an accommodation for the test. I explained that, since I'd gotten no answer after repeated attempts to reach them over a period that spanned two weeks, I would need to postpone my testing date until that conversation could take place.
I finally received a call from someone in the recruiting department. This individual seemed to not understand what "requesting an accommodation" means, though that is the specific language used in disability laws and by employers. For example, when I asked what equipment would be needed for the test, I was told there wasn't anything I needed to bring with me. I explained that what I meant by equipment was what equipment the tester would be using (e.g., the type of computer, the monitor and its resolution). I also asked about the conditions in the room itself.
The individual I spoke with said it was a paper test and that anyone could take it. This individual's lack of disability accommodation awareness surprised me. Those with advanced arthritis, chronic pain syndromes, or limited use of limbs—just to name a few relevant disabilities—might not be able to take a paper test or perform well under those conditions. Uhlig’s belief that it has established a system which allows “anyone” to perform on the test when the conditions actually create a barrier for some applicants is problematic. Those with disabilities should not encounter barriers of any kind as part of the interview process.
I related that I had been trying for days to have my questions about a potential accommodation addressed. I said that might be a process they want to look into so other applicants don't have the same difficulty making an accommodation request in the future. When I was met with defensiveness, I explained that, as a patient advocate, my concern was to help remove barriers for others with disabilities. I didn't want to see what had happened to me be a deterrent for anyone else. I conveyed that my suggestion stemmed from a desire to streamline the process for others and that I hoped the department and the company as a whole would welcome the feedback.Interview Questions
No OfferNegative ExperienceEasy Interview
- Nothing difficult or unexpected. Answer Question
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