MagView FAQ

Have questions about working at MagView? Read answers to frequently asked questions to help you make a choice before applying to a job or accepting a job offer.

Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at MagView.

All answers shown come directly from MagView Reviews and are not edited or altered.

16 English questions out of 16

April 8, 2020

What are perks and other benefits like at MagView?

Pros

Great CEO, great benefits and wonderful people

Cons

Work never stops but we work in the medical field so we are contributing to the greater good

Great CEO, great benefits and wonderful people

April 8, 2020

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April 8, 2020

How are senior leaders perceived at MagView?

Pros

Great CEO, great benefits and wonderful people

Cons

Work never stops but we work in the medical field so we are contributing to the greater good

Great CEO, great benefits and wonderful people

April 8, 2020

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October 17, 2020

How are career development opportunities at MagView?

Pros

As a support agent, you'll be fulfilling tasks outside of your expected role which helps build resume options as well as critical thinking skills as the minimal tenured staff are stretched thin. Exposes how multidepartment interactions should not work. Overall the best pro is that from the experience, you can build a mental list of red flags to tactfully ask for on interviews.

Cons

They will promise career growth / increased pay, but once you are working they will hamstring you. If you end up sinking instead of swimming, they will then blame you. If you are remotely competent, they will increase your workload until you get burnt out. The upper management (specifically the CEO) will occasionally cold call you asking about an issue you put into escalation 6 months or more and expect you to have total recall as well as a full low level documentation, while also being condescending for not being prepared for the pop quiz. This is a huge one ; Immediately before the period for yearly reviews the support department management changed how they were going to handle reviews to a quarterly basis, however the only way to obtain any additional compensation was to have 2 positive consecutive quarterly reviews. This move has been wildly unpopular and has devastated whatever remained of the morale of anyone who has been there longer than 6 months.

Advice to Management

Stop letting the sales team overpromise the product, a major problem in support boils down to custom configurations beyond reasonability. Actually practice inter departmental communication, the amount of finger pointing is ridiculous. Actually follow up with the promises that are made. There was a small group of agents that conveyed the general feelings in the department, as well as a group from implementation team that did the same exact thing, and upper management nodded their heads and never gave proper follow up. (There was a release ~10 months later with path options however this did not cover many of the fixes that both groups presented)

They will promise career growth / increased pay, but once you are working they will hamstring you.

October 17, 2020

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April 19, 2021

What kind of career opportunities exist at MagView?

Pros

Meaningful work in back half of internship

Cons

Time initially squandered with outdated technologies

Meaningful work in back half of internship

April 19, 2021

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August 8, 2021

How do employees feel about their professional development opportunities at MagView?

Pros

- Coffee machine. - Snacks. - Safe area.

Cons

Everything is indeed dealt with on a case by case basis based off personal feelings. What applies to one employee does not apply to another. Major lack of consistency and transparency. Poor leadership practices overall, and they ultimately hire more leaders with similar views. Major unprofessionalism, egotistical behavior, lack of manners, lack of appreciation for employees, and unethical practices. You see special treatment given to certain individuals. The issues indeed circle around upper management/staff, who focuses on all of the wrong things. If it doesn’t have to do with bringing in money, they don’t care. They’re disorganized and operate unethically, and they encouraged leaders to perform the same way. The CEO is concerned with how things at the company APPEAR, and he enables the poor operations yet plays the good cop. Specific upper management staff are infamous for cursing during serious discussions, calling employees stupid, and this is reflected in other actions that lack basic decency. Some employees directly reporting to the main people on the upper management team move shiesty as well. Plus, nothing is a priority unless it involves money. Ex. The numerous reviews below that mention that promises are always broken at this company, and there’s no follow-through. I’d overlook the recent “positive reviews” with cons that aren’t really cons, which is definitely apart of management’s recent morale initiatives since as I mentioned, money is top priority. The timing of the responses to negative reviews and the postings of positive reviews are rather coincidental. Also, the incredibly terrible turnover rate is affecting the company’s customers now since they are constantly being re-assigned new staff. Why not preserve your employees who know the product and are strong workers instead of having to constantly replace them because of your poor work environment/turnover rate? The review below stating that these reviews are fake and written by upper management/staff is definitely true. They’re not interested in hearing methods that will improve employee‘s day to day operations unless it’s directly affecting the money coming in. This is exactly why so many people leave. This on top of the fact that they measure workload horribly is incredibly overwhelming for employees and hurt those of us who worked with medical centers directly. They can respond to as many reviews on here or add positive reviews, the true issue is the CEO & upper management/staff, who lack genuine care and understanding for employees and only care about the money they bring in or their special privileges. These new initiatives are only because the bad turnover rate is affecting their customers = their money. Also, they overwork employees and don’t consider the existing tasks they already have on their plate. They spring large tasks at the last minute excessively with no regard for the employee. Also, their logic is if someone is assigned a task and does it crappy, instead of holding the person accountable, they’re going to dump it on the employees who get things done efficiently resulting in burnout, and the other person getting by. The only “accountability” that takes place is randomly firing people in bulk due to not meeting metrics followed by hiring in large numbers. There are always adjustments that are not time efficient with no consideration for employees’ workloads. Management breeds leadership staff that think they are above the rules. You have to be heartless and lack understanding to be successful and happy at the company. The company also doesn’t have a full-on functioning HR department, which has been observed by employees for years and made us lose hope for any change. The only people in the company who are happy for the most part are the ones who get an incredibly high salary (management) or special privileges to work remotely most of the time (and don’t have to deal with the in-office BS even though it is slowly but surely trickling into the lives of remote workers). The remote policy isn’t consistent either. Management making over six figures get away with a lot including how they speak to others since they’re never held accountable. But of course not, those running the company act the same way, so they don’t see an issue. The company has handled the pandemic inconsistently as well, which has frustrated most employees. They do just enough to appear like they care and make emails sound like they are doing multiple things behind the scenes to preserve everyone’s health. If that was the case, they’d have everyone work from home at least a majority of the time (I mean, it’s an IT company that’s not customer facing in the corporate office). It’s all a micromanagement strategy, and many employees are being unprofessionally called out with screens being tapped into. Also, cameras are in EVERY area of the corporate office except those with their own office. Most of the company is not fond of how they monitor remote work as well. Operations are handled in a passive-aggressive way since the company solely cares about statistics and money and not its employees. Even the perk for a half day the day before holidays is inconsistent since Support now has to meet metrics to earn it while it varies for other departments. They can get away with this strategically since it’s not in writing. The same goes for snow days. We are directed to an attendance and leave policy that is very vague where most companies are clear as events are happening. The goal is to work, work, work with little regard for employees. The company is calculated, so they tend to find ways to appear like they care when they really don’t. Whether it’s someone testing positive for COVID in the office, COVID-19 practices, inclement weather practices, holidays, etc., everything is handled inconsistently and strategically. Especially, to prevent employees from working from home when upper management/staff are rarely in themselves. If there are any concerns about performance and employees’ workloads, rather than having an open conversation with employees like human beings to develop a plan of action, strategic conversations are done behind the scenes and they think it won’t get back to employees (it almost always does). Yes, management is that disorganized and passive-aggresive. They do not really delve into why the turnover rate is terrible, and why people in specific positions KEEP LEAVING. Narcissism. Employees that are not department heads or have seniority that are assets & strong workers still get treated with minimal appreciation. The disorganization of the company results in employees being put in situations where they have to scramble and aren’t necessarily prepared for what is thrown at them, which puts employees in a bad position. The turnover rate has gotten so bad that it’s now trickling into how customers are perceiving the company since their assigned reps. keep changing because they keep quitting. Morale is low, the turnover rate is TERRIBLE, and the company does just enough to try to appear that they care for its employees. Don’t be tricked into thinking it’s professional because of the beautiful corporate office. It’s anything but that. The company is family-owned with family working for the company, so ultimately, the CEO signs off on everything. Even if there was a full-on HR department, you’re screwed. Their focus is incredibly distorted, and they like to make it a “employees are just trying to get by” thing. With every job, there may be employees who just try to get by, but that applies to people even on the upper management/staff team at MagView. Numerous STRONG employees at this company, who knew the product inside and out, have left due to management and how the company is operated. To maintain professionalism, they won’t say this when quitting but it’s known to people they’ve directly worked with. If you’re hired as a remote employee and don’t pass the three weeks of training at the corporate office, you’re let go on top of the fact that they randomly fire and let go of staff in bulk, which definitely applies to Support. You don’t know how many people I’ve seen join the department I was in (and others) just to be let go because they didn’t pass training. I’ve also seen the Fourth of July being listed as a holiday for employees to be off, and management take it away from staff when numerous employees already had trips scheduled.

Advice to Management

Management, practice what you preach. Don’t solidify policies that you’re not following yourself. Step outside of yourselves, your ego, & income and genuinely care for your employees, or you will continue to have a terrible turnover rate. Your company wants a bunch of robots, who keep their mouths shut. This is not realistic nor how successful and ethical companies function. Provide fair, ethical treatment to EVERYONE across the board, not just the people you like or kiss up to you. Good luck.

If you’re hired as a remote employee and don’t pass the three weeks of training at the corporate office, you’re let go on top of the fact that they randomly fire and let go of staff in bulk, which definitely applies to Support.

August 8, 2021

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16 English questions out of 16

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