What is the hiring process like at BT Group?

Fellow Colleagues Overall benefits package

Constant change in orgs. Mandatory 3 days attendance to office. Very India centric hiring process

There are no pros to working i am afraid

The management at BT, ranging from team leaders to senior managers, has been with the company for over a decade, leading to a lack of fresh ideas and contributing to an environment that has become stagnant. It has been observed that team leaders, often promoted from technical positions due to their lackluster performance in their original roles, lack the necessary skills for effective leadership, negatively impacting team dynamics. Promotions within the company do not appear to be merit-based but rather depend on one's ability to adhere to and recite BT's principles. This approach is particularly problematic during the recruitment process for technical roles, as interviews are conducted by non-technical team leaders, leading to suboptimal hiring decisions. Furthermore, the compensation offered by BT is significantly below market standards, to the extent that one might find better financial remuneration in positions outside the technology sector, such as retail. Additionally, the bonus scheme, which is seldom realized, fails to meet the expectations set by the company, often falling short of the promised 10%.

Easy interview process Quick start

Not enough holidays Not enough work life balance

Really good support for training and upskilling. Lots of variety of roles if you are able to move around. If you are very lucky with line management they will be supportive of flexible work practices that help you be your most productive

Since lockdowns ended, and a few years prior really, BT has been a hostile environment operating a culture of fear in its workforce. BT Group's top priority is keeping shareholders happy. There's two ways to do that it seems; increase profit or cut costs (ie fire people). The leadership have repeatedly failed at increasing sales/profit, so the easy route is always to fire people. The senior management flit in and out of post, with a lifespan of 1-2 years. In this time they will kick off a 're-org', mainly for the sake of looking like they have done something on their CV before hopping to another company and leaving the workforce to manage the fallout. Hence you will likely be subjected to a re-org in your area, and impacted by another with your key stakeholders each year. The 'better workplace' programme combined with enforcing 3 days in office (even for completely remote teams/roles) are cynically used as part of this process to manage people out of the business. "Your job is still there; but you have to do it in this office 2+ hours away. For reasons." The combination of these factors mean you will be lucky to have 1 or 2 months a year where you are not actively afraid of losing your job. The rest of the time, when you are not worrying about justifying your existence, it is extremely challenging to deliver anything meaningful. You constantly find people are no longer there to provide things you needed, or you might deliver something to find it is no longer needed due to the latest shift in strategy. BT has systematically been driving out talent and experience because they are easy outliers on an HR spreadsheet, and because of an executive class who substitute visible action for a sensible plan. The company will remain on a downward slope until this culture at the top changes. It's an environment I wouldn't wish on my worst enemy, and I remain purely out of loyalty to the few colleagues left standing and the rare fortune of line management who have so far shielded me from HR's attention.

Staff in Belfast office were lovely Entry pay was okay when started Nice offices Pension contributions 10% Can buy 5 days leave

They require 3 days in office and they check each staffs swipe numbers via their cards. Like we’re children. Work life balance is non-existent and the top (director and above) don’t care or try to help improve work life balance Pay does not go up. The entire time I was there my pay only went up by 4k, one pay rise was 0 the other 1.5%. Promotions are non-existent. A job has to be advertised and you have to apply and interview even when the job spec is written so specifically for a person (eg they add in the advert a specific requirement like having worked with a specific customer, so only one can satisfy the criteria). However, some are promoted without interviewing but that’s just those favoured by the bosses. So it is not consistent. The Belfast team of people are really welcoming and wonderful but the management are hiring more and more in Bristol and London, for reasons I cannot know.

Great salary, Good and supportive line manager. Nice facilities and good flexibility

The CDO was a home town hire and is an utter hypocrite and does not believe in the EDI agenda whatsoever.

Very friendly people, good mentorship

Not very good onboarding process as lots of work had to be done

Good benefits and well supported

Challenging targets and complex process

Great new office in BP, reliable salary (arrives in time)

Pays way below the average, employees moving into positions from inside BT are not compensated fairly, horrible salary processes, politics infiltrated HR and management, ideas doesn’t count, sales does only. The company is using the Hungarian office to develop/test out processes, then they give the automated work to India/Malaisia usually getting rid of a whole department in HU during the process.

Review of BT I’ve had the opportunity to work at BT for some time now, and while the company presents itself as a great place to work, I feel compelled to share my concerns about some underlying issues that ruin its reputation. On the surface, BT promotes a culture of inclusivity and diversity, boasting impressive employee benefits and a vibrant work environment. However, my experience has revealed a troubling reality beneath this glossy exterior. During my time here, I have witnessed instances of nepotism and a lack of transparency in hiring practices that are alarming. Senior management has repeatedly filled higher-level positions with existing white employees, often without ever advertising the vacancies. This practice not only undermines the morale of the team but also raises questions about the fairness of advancement opportunities within the company. As someone who has worked hard to build my professional credentials, qualifications, and experience, it is disheartening to see that these factors often go unnoticed in favor of personal connections and familiarity. Despite having the skills necessary for leadership roles, many employees from diverse backgrounds find themselves overlooked, creating an environment where talent is not the primary criterion for advancement. Moreover, there is a troubling culture of racism that seems to permeate various levels of the organization. Many colleagues have shared their experiences of feeling marginalised or discriminated against, and it’s become increasingly clear that this is an issue that needs urgent addressing. While I value my work and the relationships I’ve built, I believe it’s crucial for BT to confront these issues head-on. A commitment to genuine inclusivity and fair hiring practices is essential not only for the wellbeing of the employees but also for the company’s long-term success. In conclusion, if you’re considering joining BT, be aware that while it may seem like an appealing workplace, the underlying issues of racism and nepotism must be taken seriously. Change is necessary for this company to truly live up to its values and provide an equitable environment for all employees.

Poor management at this site.