Compare Universal Protection Service vs Alert 360 BETASee how Alert 360 vs. Universal Protection Service compare on employee ratings, job openings, CEO approval, business outlook and more.
What Employees Say
I have been working at Universal Protection Service
Working for Commercial Buildings as supervisor and monitoring surveillance cameras in security rooms for residential Buildings
always ready and focus for suspicious activity, attending visitors and clients in finding their destination
Advice to Management
I worked at Alert 360 full-time for more than 3 years
I want to start by saying that i'm incredibly thankful for my time at Alert 360 and all the experience it brought me. As a whole, the company has some really great people, many of who I miss talking... with (and giving a hard time when necessary). The benefits are certainly above average and the 401k match is the best i've ever seen. From an IT perspective, I felt like I had a lot of freedom and autonomy as long as I got things done. The CEO, Richard, is approachable, humble, genuine, and an overall awesome human being, which was really refreshing in an age where most CEO's wouldn't give you the time of day, much less have a conversation with you AND remember that conversation next time he talked to you. The IT department as a whole was an awesome group of people that I miss working with on a daily basis. I've "promoted myself to customer", and am very happy to support the company even after leaving to take the next step in my career path.
My cons at Alert 360 really don't reflect the company as a whole. But if I had to list them, they are: -Culture: There really wasn't any notable culture in my department. Not once did we have a... motivational outing or ever meet outside of work aside from a company picnic later in my time there. I feel the team could have really benefit from something like that. -Career Advancement: This is really the main reason I ended up leaving the company. In reviewing my annual performance review from the prior year I was disappointed to see that it was blank. Understandably, I know these take a lot of time to do, but I don't know how you can gauge an employee's growth without a record of what you said they need to work on the previous year. I also did have to go into my 2nd review with some ammunition to refute a low score for productivity when I handled a large majority of the tickets that came in. There was no quantified metric that determined my review. That made the whole process feel pretty hollow, and made me question whether I would ever actually make it to the next level of my career there. -SOP: At least in the IT department, there was a desperate need for some published Standard Operating Procedure. Simple things like equipment requests had no guidelines and would get placed last second, which is problematic when you're working on another big project and have to stop what you're doing to fulfill. SOP for how things should be done and what timeline is associated with them could be a huge benefit. I offered to write this but it was never revisited. Again, all of these cons are only relating to my specific department and may be things that have been fixed. I delayed writing this review for 4 months to make sure I was not emotionally invested into any feedback and that it's all factual.