- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I have been working at Jack Henry & Associates (More than a year)
Pay, benefits; these are all good. Good atmosphere and everyone gets along and works together.
There simply aren't enough people to meet the demands of clients. In house software development is problematic due to the scattered nature of a small group of programmers. System problems can take a long time to fix as a result. When problems arise, there just isn't enough people to handle all the incoming requests. Executive management appears to disregard ideas that would improve all of this, software included, and they seem to be stuck on sticking to old standards for application deployment and usability. These problems affect not only the company's customers, but their support groups as well who bear the burden of these issues from both sides (customer and employer).
Advice to Management
Need more people to handle the tasks and more forward thinking development processes. Some issues are very elementary and reflect badly to the end user in comparison to other options available at our current technological standpoint in 2015.
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I applied online. I interviewed at Jack Henry & Associates (Dallas, TX) in September 2020.
I initially received a generic rejection letter regarding my application, stating that I didn't have the specific skills required. One skill of "web/REST services" is so generic, that I have never seen someone list that specific skill. Another skill of '6+ years of C#' was deemed insufficient as I had only deliberately called out my experience of C# in one of my jobs that was ~2 years. I didn't specify the technologies I used for my most recent job of ~6 years where I did use C#. I was then asked to update my resume to reflect this. I thought this was odd, but I understand at some bureaucratic companies this can happen. I then had a video interview set up with the "Solutions Architect, Supervisor".
Like most interviews it started off with same basic chit-chat and we then jumped straight into a technical interview, where most questions were fairly specific, but not too specific so that it was like a test in computer science where they are looking for keywords.
After the technical questions I was given a coding assignment regarding REST services that was not overly complicated but complicated enough where you could spend several days or more working on to give a full picture of your abilities.
It was at this point that the interviewer was going to end the interview. I had to ask to ask questions. They were mostly softball questions like "What's your development process like?", "What's your work life/balance like?", "How d you like working there?". I received fairly short replies that left me with very little insight into the company and the whole time it was like pulling teeth.
You should never be asking candidates to spend their free time coding, or at least not something that can't be completed in an hour. This is a strong indicator that personal lives are not valued.
At no point did anyone try to sell me on the company AT ALL. I understand that not everyone is a great interviewer, but c'mon, you have to spend some amount of time telling the candidate why it's in their best interest to work with/for you.
The silver lining is that if the interview is at all indicative of the work environment I KNOW I would never want to work there.