- Atlanta, GA Area
- Any Job Title
- Any Status
Perhaps stock options but thats it (in 12 reviews)
Good benefits, great co workers, comfortable environment (in 5 reviews)
Pay is well below average, no raises or cost of living increases (in 18 reviews)
they admit they do not offer annual raises (not even cost of living raises (in 6 reviews)
2 Employee ReviewsSort: Popular Rating Date
Doesn't RecommendDisapproves of CEO
- Work/Life Balance
- Career Opportunities
- Comp & Benefits
- Senior Management
The wide range of technologies offers one as much or as little specialization as they desire. This is an excellent place to learn a wide range of technology sets, or specialize into one or a few. The lateral non-managerial and non-executive employees tend to be a dream to interact with.... truly honest people who are by and large perfectly reasonable upon approach for any subject.
The management of IT has only lateral decision making power to Marketing and Sales with respect to technology related matters, which can and has lead to weaker technology offerings due to lack of technology understanding by the Marketing and Sales personnel to understand what they market and sell to customers prior to actually selling it. The flip-side is not true: that is to say IT does not ever get to suggest anything about Sales or Marketing. IT is often left with the task of bending the rules of the solutions on the market in an attempt to vaguely provide for the customer what the customer originally thought they were getting. When something goes wrong, it is assumed that IT is to blame and not that potentially false expectations were set in the marketing and sale of a given product. This stems from a philosophy that frowns upon organizational charts and structures. Though there is a vague concept of management and executive, there does not exist a central resource for one to look to know who to communicate to on which teams to get something done. This leads to a confused non-managerial staff who ends up asking the wrong people the wrong questions. This severely impacts efficiency, productivity, and general well being. The frustration generated from this lack of organization is palpable and extremely impacting to overall morale. Web.com employees have given up on asking their employer for anything. The overall mood on the non-managerial floor is that the executive level cares not one whit for them. It further does not help that cross-regional team building is near nil. As you can see from the reviews of this site, you get very different answers on web.com as a company depending on what office you work in. This is the result of a lack of team-building after mergers. Member offices think, act, and run like they did before the merger instead of running as one unit, further damaging ourselves in the marketplace with less vetted solutions. The compensation package is truly below industry standards in every way and at every level. Upper management right up to the CEO himself have repeatedly demonstrated an inability to understand the statement "Yearly pay raises are not in our DNA" in point of absolute mathematical fact equals "Your pay with respect to inflation will be cut every year". This implies that performance-based raises overcome this difference. If only that were true. The overwhelming mathematical majority of employees see no increase whatsoever year over year, even the ones that do their job adequately, which amounts to a pay cut for the majority of the employee base. Despite this, this statement is repeated at every level. Droves of talent have walked out the front door never to return. Some were only asking for industry standard pay for their work. Some merely wanted a say to at least voice their opinion on some of the matters previously discussed and have assurances that it was at least heard and truly considered, not just glossed over and brushed aside. As a web.com employee, you absolutely feel replaceable and underappreciated at all times. Valueless perks are thrown your way occasionally to try and make you feel better about how little you're being paid and appreciated, but the employee base knows what's really going on.
Advice to Management
IT needs to learn to stand up to the ridiculous demands of Marketing and Sales, and stop promising that unicorns will gallop from the sky spewing glitter and dollar bills everywhere they fly. Allowing non-technical personnel to have lateral decision making power to technical people over technology is borderline insane, and a horrible way to run a company that trades on its technology, shiny marketing spin or not. Technology can and should have the right to refuse any request of Marketing and Sales which is not technically or ethically possible. Organizational charts are not the devil. Pay raises, both yearly and performance-based, are needed to remain salary competitive in the industry and keep the real talent within the company. The sooner you discover this, the less the massive churn in employees will be. You can' Technical support and sales representatives should be vetted for their basic ability to read, write, and speak the English language prior to being permitted to communicate with customers. Much effort is wasted by teams who shouldn't have to just translating the half-broken English which frequently comes from their ticket requests. Compel education of the products sold by another office and division originally. Integrate constant education into the DNA instead of lack of pay raises. Make employees feel more like one company, and not just the Voltron of many smaller companies joined poorly at the hip.
Helpful (3)Doesn't RecommendNo opinion of CEO
None that come to mind.
Working for jerks like Hyun Jin O, Director of Network Operations. He is the perfect example of the Peter Principle. Promoted beyond his competence.
Advice to Management
Fire Hyun Jin O and make sure that any future employers are made aware of his hostility and incompetence toward workers.