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Pros – Casual environment, jeans and Tshirts, free coffee & soda, bi weekly brown bag with free lunch. Inexpensive health benefits, 401k contribution, free parking, offices no cubes.
Cons – Very high expectations on technical projects
Advice to Senior Management – Need more formal training
Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company
Pros – Company provided benefits are very low cost but the options are limited. Extremely high co-pays are offset by a full reimbursement program but expect to do paperwork to get your money back. Work environment is nice modern office space. Most workers share an office.
Cons – In earlier days Tresys was an employee focused business. After the owners/founders sold out to private investors (Dec 2012) a major decline began. Loss of the founders, key leadership, and top technical leads, has led poorly skilled managers to move up in positions. The Peter Principle in action. During 2013-2014 there has been approximately a 30+% turnover rate. Focus is on maximum profit at a minimum of investment. Employees are often overworked and poorly compensated for the extra effort. Employees are expected to charge 40 hours a week against billable tasks while overhead functions are expected to be done on their own time. This includes activities like all hands meetings, performance reviews etc… This can be daunting depending on your position. The quarterly bonus program is all but gone except for an inner circle of self satisfying management types. This is not the kind of place for a long term career. Burnout is common. Management is always on the search for the top 5% of the workforce. Many times this has led to the dismissal of seemingly average or good workers often without warning or explanation from management. The survey asked if I would recommend working here to a friend, NO. More importantly, I wouldn’t recommend this place to anyone.
Advice to Senior Management – Its time to clean house and hire good senior management. Old employees that have been around long enough to move up are not the best for many positions they are now in. Just because “they want to be” doesn’t mean “they should be”. Be more open and honest about the financial situation and business outlook. Fooling people is not the way to keep them. Inform them and let them make their own decisions about whether to stay or go.
Pros – Decent place to learn technically and grow. Livable salary. Decent work environments.
Cons – The company higher-ups are dishonest when it comes to describing why decisions are made. They also like to toot their own horn and state the culture makes up for lower than industry standard salaries. This is also inaccurate. Six years ago it was true. But then they became revenue-driven, focusing on the sales people and ignoring the technical growth of juniors. Now, half the company are VPs and no juniors are getting promoted or getting raises. It has now become solely revenue driven and this has led to a mass exodus with 25% of the company departing in a ten month time span.
Advice to Senior Management – Go back to your roots. Stop focusing on sales people and look at those actually contributing to task execution.
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No thanks –