Working at DAL Global Services | Glassdoor

DAL Global Services Overview

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Atlanta, GA
5001 to 10000 employees
1972
Subsidiary or Business Segment
Staffing & Outsourcing
$100 to $500 million (USD) per year
Unknown

DAL Global Services Reviews

2.8
StarStarStarStarStar
Rating TrendsRating Trends
Recommend to a friend
Approve of CEO
DAL Global Services President Cyril Turner
Cyril Turner
35 Ratings
  • "Opportunity"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Ramp Agent in Minneapolis, MN
    Current Employee - Ramp Agent in Minneapolis, MN
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at DAL Global Services part-time (Less than a year)

    Pros

    Very good place to work, safety focused and alert conscious. They care about you as a person.

    Cons

    Pay is a bit low but the benefits make up for it!

    Advice to Management

    Very quick and highly encouraged

See All 287 Reviews

DAL Global Services Photos

DAL Global Services photo of: DGS A320, parked at gate 20
DAL Global Services photo of: Spirit ramp
DAL Global Services photo of: Fly high
DAL Global Services photo of: Airport Sunrise
DAL Global Services photo of: RDM Entrance
DAL Global Services photo of: Minot lobby
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DAL Global Services Interviews

Experience

Experience
52%
32%
16%

Getting an Interview

Getting an Interview
71%
18%
7%
2
2

Difficulty

1.9
Average

Difficulty

Hard
Average
Easy
  1.  

    Aircraft Mechanic Interview

    Anonymous Interview Candidate in New York, NY
    No Offer
    Positive Experience
    Difficult Interview

    Application

    I applied online. The process took 3 days. I interviewed at DAL Global Services (New York, NY) in April 2016.

    Interview

    Here are 3 questions to guide you:

    1. Do you really NEED another employee?
    When you’re first starting out, you’re hiring someone for one of two reasons: (1) because you have pushed your own limits of how much you can work in a day (aka you’re going insane by working so much), or (2), the person you’re hiring has a skill that you simply don’t have and the time spent learning that skill would not be worth it for your business.

    Think of yourself — how many hours you put in, how much work you do to spur your business or the business you’re working for. Now duplicate yourself. Is there actually enough work to be done that there could be a clone of you working simultaneously and not be bored or off-task throughout the day?

    And if you simply don’t have a skill needed, rethink that aspect of your business. Is there anyone else already on the team that has that particular skill? Is that task that you think needs to get done absolutely core to your business? If yes, then hire. If not, then hold off until it’s absolutely necessary.

    2. How do you hire? Immediately, or a trial period?
    Companies bring new hires onto the team in different ways. Some startups tend to hire people like developers on a Friday as salaried employees, and ask them to be at work on Monday — mostly because their skill set is definite and because their job takes place in a space that needs to be confined. (We can’t have our engineers working from Starbucks while writing all of our code to improve security on our site.)

See All 57 Interviews

DAL Global Services Awards & Accolades

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