Mission: At ACL, our mission is to deliver a BEAUTIFUL customer experience through the Planet's ONLY CLOUD based, DATA DRIVEN GRC solution We are galvanized together by a set of three employee values: 1. Customer Intensity: Relentlessly pursuing the evangelism of our customers ...
- Vancouver is a nice place to live - Depending on where your career is focused it’s a good place to START your career. Add some technology to your resume - Easy path to success, suck up to the Sr. Management Team, never question or disagree with the President – even if you have more experience and knowledge, and demonstrate enthusiasm by writing positive reviews for Glassdoor so that company can replace all the people fired and who have left.
- A SOFTWARE company building software who has no experience using and very few employees with the experience to really understand how to apply the technology – even the consultants have no experience outside of ACL leveraging the technology in the real world - Virtually NO support or investment in employees learning or growth – demands placed on them leaves no time for development. I LOST skills at ACL and really didn’t gain anything new. - Customers are promised an easy technology to use with some training and support from ACL’s services teams – however most customers learn that the investment to learn how to use the technology is extensive beyond the software. The software is NOT easily learned and most customers eventually end up with shelf ware. - The new GRC software – subscription based – is the focus of the organization – is a new flashy product that is intended to generate revenue that the old Data Analytics software has been unable to do. - The organization is in constant flux with a tremendous amount of turnover to the point that departures are no longer announced - no one knows who’s left or leaving. - KEY knowledgeable people are leaving/have left – the organization is full of new people who have been hired as part of the Sr. Management ‘boys’ club. The female President only seems to hire males – of course HR is represented by a woman. Middle management is very similar. - The President yells “authenticity” yet there are very few people in the organization that have true respect for her or her team. They pretend to include staff in decisions but it’s a distraction tactic, the decisions are already made – the discussions are to fake involving the employees - Middle Management spends almost all of their time managing upward, keeping the President happy to keep their jobs. This leave a huge gap in managing the people – who have little experience.
Advice to Management
Remember the employees make the organization succeed. Top down pressure with unreasonable expectations – ruling with a stick. Carrots work much better – and I don’t mean a quarterly meeting with booze and food. Provide career opportunities, invest in your people, you can’t help them grow if they are being pushed to full capacity, there is no time for further learning or growth.
I applied through a recruiter. The process took a week. I interviewed at ACL Services (Vancouver, BC (Canada)) in November 2014.
Great contact with the management team, I felt a good connection and had the feeling I could have my place with ACL, but the technical interview was far too much focused on insignificant details that most engineer - or technician - with good skills and a positive attitude would be able to find out or learn whenever necessary. The purpose of an engineer is not to know about everything, but to be able to adjust to any environment and find the appropriate solution to each case, based on experience AND research. The system guy I'd work with seemed too much focused on his own knowledge and I felt I'd probably not enjoy much working with him, so I desisted after the second interview, even before they offer me anything - but I'm not sure they'd have anyway.