Resolve Corporation Reviews

Pros

Great business with great, dedicted and loyal people. The ability of the staff to implement programs and be responsive to clients is exception and part of their long-standing DNA.

Cons

Management led by Lawrence Zimmering lacked sincerity and focussed only only personal enrichment. The clearing of execs was long-past due and thew Board failed to act reponsibly.

Advice to Senior Management

with new owners at Davis & Henderson, the organization can reclaim it's former reputation

Pros

Diversified service offering.
Had acquired a number of long term, stable companies that were amalgamated to form Resolve. Excellent industry knowledge base utilized from most of these companies.

Cons

Acquired too much, didn't have a consistent focus. Top heavy management. Income Trust - no other words required.
Too many business models for the various groups, no best practices shared between them.

Advice to Senior Management

It's too late now as the company has been acquired, but in retrospect splitting the company into two and then selling both within a few months of each other resulted in poorly planned transition and job losses that may have been preventable.

Pros

Close to home was the only advantage.

Cons

No advancement for employees. Very bad back stabbing among employees. No communication

Advice to Senior Management

Employees laid-off should be first ones called back when there is an oprning.

Pros

Better pay than other entry-level jobs (i.e. retail, food service).

Cons

Little opportunity for career development or advancement. Incompetent management.

Advice to Senior Management

Work to develop better supervisory/management skills among senior employees.

Pros

Resolve offers a decent benefits package, and most of the employees really care about what they do - and each other. Because of continuous downsizing, there's an opportunity to learn new skills and take on additional duties. Too bad they don't reward you for it.

Cons

Management has no strategic vision. Each month more jobs are cut, and it's not because we're not making money. We're not making enough money. It seems only few women advance to upper management. Pay is mediocre unless you're at the top. Management is rewarded for short-term thinking rather than long-term growth and true performance. Training is non-existent, on-the-job for a few days. Communication is poor, even managers are in the dark about the state of the organization. Unfortunately all of this leads to low morale. Everyone is scared of losing their jobs.

Advice to Senior Management

Think long-term rather than cutting jobs each month to make our current financials look better. The employees are drowning, clients are complaining, and morale is bad.

Pros

National U.S. territory including Canada. Good starting salary for sales person. Great facility footprint to sell for in the US and Canada. My boss was great, but ... see below.

Cons

Poor management. No investment in supply chain operations for years. Lack of robust infrastructure limits sales versus competition. Poor pricing practices - high bids on RFP's then "magically" the prices are lowered 30% when prospects object compared to competitors initial pricing - makes you look silly. No capability to manage medium and larger e-commerce fulfillment and distribution with the current warehouse management system. Their comfort zone is currently handling warehouse and distribution for legacy promotions, POP/POS displays, literature to dealers etc etc - all things that are being superseded by new technologies and heavily cut back by customers as cost reductions.

There is no marketing of the company other than their website. When you cold call at the Marketing VP level or higher, no one has ever heard of the company! Its an up hill battle all the way. The head of the supply division is a CPA - literally! Lots of bean counting, no investment even though the money was their from corporate to upgrade systems. Leading to lack of being able to compete effectively against more modern organizations (on price and on services.) No vision.

They also have a poor commissions comp plan (good for the company). I had to invoice 10% base salary each year before I saw a penny of commission. Given that decisions by prospects (rfp through decision then startup) could take 6 - 12 months (in a couple cases 15 months), the odds were heavily in favor of the company not paying out commissions. In the economy of the last 24 months, I came close each year only to fall short. Never did see a penny of commission with over $2 million in sales! Additionally, there was about another 500K-$1M in the process of contract negotiation when they downsized me (and 4 others.)

Advice to Senior Management

Get an operations guy running the supply chain division. Someone with vision and that knows what is needed to compete.

Invest in automation and warehouse management systems! You cant compete today with a home grown cobbled together system.

Fix pricing. One person pricing all new opportunities makes for late responses.

Understand your internal costs! Pricing for similar projects is all over the place with no consistency.

Start marketing the company.

Integrate with your large call center presence.