Mission: DealerSocket makes it simple for automotive dealerships to manage opportunities and create processes through proactive software technology. Join our energetic and rewarding work environment where you make an impact every day.
I worked at DealerSocket full-time (More than a year)
Fantastic new CEO and Sr. Leadership.
New Chief of Talent and People targeting A players
Cool events like Star Wars movie events, May the 4th be with you and random meals, Coldstone ice cream bars and lunches to celebrate big software upgrades.
Engineers are smart, friendly and exposed to modern architecture.
Our products have improved dramatically over the past 3 months and our customers are finally acknowledging it through high NPS scores.
Engineering is working on cutting edge stuff. Sure there is technical debt but exposure to Lambda, docker and containers as well as front end java script frameworks are all strong resume builders. Engineering managers and directors care and push career advancement.
Company has had quite a bit of turnover. Many true statements in previous Glassdoor reviews but I find them to be emotional rather than rational.
Customers frustrated with lingering operational challenges in support and build but this seems to have improved by the time I left.
1% 401k match on 4% contribution- not industry standard but it’s something more than last year.
Advice to Management
Care about your employees. Listen to them and adjust. We can be held accountable (we want to be held accountable) but set us up for success. Bring back the fun! Many strong personalities are gone so it is time for new ones to step up! Pay employees fairly and they will regain trust and work harder.
I applied online. I interviewed at DealerSocket (Draper, UT) in December 2017.
Received initial email from a Recruiter in Wisconsin stating, "This email is to inform you that I have reviewed your application and have chosen to move forward with you as a candidate for XYZ position." A few days later, I received a voicemail message from the Recruiter in Orange County stating she is taking over the sourcing for the position followed by an email from her that stated, “Having reviewed your career history, we extend an invitation to start the interview process. The first step of the process is an assessment which helps us determine where the best fit exists."
Lie #1: One can learn from other reviews and current employees, that the assessment isn’t about determining where the best fit exits – it’s used 100% as a screening out tool.
I completed the required personality and cognitive assessments as requested, and then received an automated email stating, "After reviewing your resume and your application, we have decided to move forward with other candidates.”
Lie #2. I wasn’t “passed on” because of my resume/application (that’s what got me to the next step in the process!) – it was because I didn’t score in the top 10% on their test.
I understand the relevance of pre-employment testing, and I completely understand if I didn’t score “high” enough to move forward (I take ownership – I did take it late at night with distractions, and I suck at percentages) – but a company not being honest through the application process equals a bad candidate experience and more importantly, a company I would never trust to work for.
In the assessment invitation email, it states “assessment results are not shared with candidates.” The first sign of “hiding” their hiring practices.
No thank you DealerSocket. I choose honesty and transparency.
Dishonest Screening Process.