There are newer employer reviews for REI Systems

1 person found this helpful  

nothing

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Anonymous Employee  in  Herndon, VA
Current Employee - Anonymous Employee in Herndon, VA

I have been working at REI Systems

Pros

good work culture at workplace

Cons

work schedule often not defined well

Advice to ManagementAdvice

nothing

Approves of CEO

72 Other Employee Reviews for REI Systems (View Most Recent)

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  1. 3 people found this helpful  

    Excellent

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Principal Engineer  in  Herndon, VA
    Former Employee - Principal Engineer in Herndon, VA

    I worked at REI Systems

    Pros

    good benefits, friendly co workers, challenging work

    Cons

    need more structured in organization

    Advice to ManagementAdvice

    Look out for more business opportunity other than federal

    Recommends
    Approves of CEO
  2. 5 people found this helpful  

    Average at best. If you're competent at what you do, you have far better options.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Software Engineer  in  Herndon, VA
    Former Employee - Software Engineer in Herndon, VA

    I worked at REI Systems

    Pros

    * Very flexible office hours, you can come and go as you please as long as you get things done (with some managers).
    * Good medical benefits for the company size.
    * There are a few people in the company who are great at what they do. If you end up working there, find out who they are and stick with them; your life will be easier.

    Cons

    * Pays about 5-10k less than the average for software development positions in this area. The main figures on this site might be padded towards the high end, but you'll find out for sure if they make you an offer.
    * More fear with new technologies than innovation, and it leads to a lot of wasted effort in development and testing.
    * Falling behind with "cutting edge" technology. They're currently moving to .NET 3.5, but hardly anyone knows the framework and most are still programming from a non-OO perspective.
    * Project managers were promoted from senior development positions, and are lacking the interpersonal skills to do their jobs properly. They don't seem to read up on management or software books (or read far too many bad ones), as they often use catch phrases that sound good, but are effectively meaningless to the workers and don't help get anything done. They get angry at workers when deadlines slip (even if it isn't their fault), instead of just dealing with the situation professionally and working with the resources they have.
    * Some of the QA's think that giving you a hundred defect issues with one piece of information each is better than giving you ten issues with defects grouped logically. Leads to wasted time, frustration, and less work actually getting done.
    * Things are usually rushed, and code-quality practices are non-existent when deadlines come up. It's the type of environment where firefighting has taken precedence over most everything else.
    * Don't let HR glaze over the hours worked while you're interviewing, ask about it. When deadlines come up people are working late nights and weekend hours for 1-2 months before releases, which can happen every 4-6 months.
    * They've promoted technical people who don't have the skills for their position titles. I had a technical lead on a .NET 3.5 project who was supposedly "senior", but didn't know how to use LINQ, program with generics, or use partial classes with T4.

    (Also, the awards listed on glassdoor for this company are misleading. Those are actually for "Recreational Equipment (REI)", not "REI Systems Inc.")

    Advice to ManagementAdvice

    * Potential employees couldn't care less what you do if you're offering lower salaries. Pay people at least the average for this area, and you can start attracting better talent to your workforce.

    * You have employees who are visibly sitting on YouTube all day long and don't really do anything. This makes your threats laughable and demotivates workers who actually contribute. If you got rid of these people you might be able to afford to pay the productive people more and your workers would take you seriously when you have meetings on improvement.

    * You're long overdue for an upgrade in the skills of your workforce. Either find some way to get the existing ones to learn the .NET framework and solid OO principles, or replace them with people who are already at that level.

    Doesn't Recommend
    Disapproves of CEO
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