AT&T Reviews in San Antonio, TX | Glassdoor

AT&T San Antonio Reviews

Updated June 25, 2018
140 reviews

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San Antonio, TX

3.5
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AT&T Chairman and CEO Randall L. Stephenson
Randall L. Stephenson
79 Ratings

140 Employee Reviews

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Pros
  • "Pay and benefits are better than I’ve ever dreamed imaginable" (in 890 reviews)

  • "There is a proper work life balance" (in 503 reviews)

Cons
  • "Poor work life balance if you have a family due to American working hours" (in 1082 reviews)

  • "very long hours; no work-life balance" (in 312 reviews)

More Pros and Cons

  1. "Big company, small family."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Director Security Sales in San Antonio, TX
    Current Employee - Director Security Sales in San Antonio, TX
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at AT&T full-time (More than 10 years)

    Pros

    You’re part of the family at ATT. Once you get here & find a role you can excel at, you can do great things.

    Cons

    There is way too much going on to be current on everything. Limited upward mobility outside Dallas. Extreme focus on diversity which can limit the growth on non-diverse candidates.


  2. "Data Analyst"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Business Analyst in San Antonio, TX
    Current Employee - Business Analyst in San Antonio, TX
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at AT&T full-time (More than 5 years)

    Pros

    The people! The people that work at AT&T make the company special I've not experienced a culture that is so willing to teach and learn.

    Cons

    The company is so big it can be hard to move up.

  3. "Pros and Cons"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Retail Sales Consultant in San Antonio, TX
    Former Employee - Retail Sales Consultant in San Antonio, TX

    I worked at AT&T full-time (Less than a year)

    Pros

    good money from commision and hourly pay

    Cons

    Days where you dont feel like dealing with people they give you long hours


  4. "Associate Director"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Associate Director in San Antonio, TX
    Former Employee - Associate Director in San Antonio, TX
    Recommends
    Neutral Outlook
    Approves of CEO

    I worked at AT&T full-time (More than 10 years)

    Pros

    health benefits, telecommuting privileges, product discounts, diversity programs.

    Cons

    To big to care. They say they want a good balance between work and personal life but the workload provided does not allow that balance.


  5. Helpful (1)

    "Account Manager"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Account Manager in San Antonio, TX
    Former Employee - Account Manager in San Antonio, TX
    Recommends
    Positive Outlook
    Approves of CEO

    I worked at AT&T full-time

    Pros

    Loved working for AT&T. Loved helping our Business customers find their Telecommunication and Mobility solutions and upgrades their technology. It was great to meet with the c-suite leaders and businesses owners.

    Cons

    Not enough internal support was provided to help negate customers billing and outage problems. The Micro-Managing from the Sales Manager was bad and handicapped the sales team.

    Advice to Management

    Loved working at AT&T. I would love to hear Management is listening to employees and making changes to help them become better equipped with dedicated internal support rather than an 800 number causing business clients to want to speak to a familiar person.


  6. "Great Companyto work"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - N/A in San Antonio, TX
    Current Employee - N/A in San Antonio, TX
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at AT&T full-time (More than 10 years)

    Pros

    Great Benefits, Nationwide & International Employment, Community Service involvement and variety of positions for all skill types.

    Cons

    Slow promotions and biased salary ranges

    Advice to Management

    Management should consider a more structured process to guarantee better position placement based on their education and areas of interests and not by their current position. This helps support employees to move into other areas of the organization to help build work experience within.


  7. Helpful (1)

    "Chaotic management."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - PMTS in San Antonio, TX
    Current Employee - PMTS in San Antonio, TX
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at AT&T full-time (More than 8 years)

    Pros

    Good compensation , bonus and perks, streamlined employee training opportunities, job rotation / strike planning & preparation , well developed processes but bordering mindless bureaucracy, matured company, cash rich & well funded.

    Cons

    300K employees in a 150 year old company transformed by mergers and numerous acquisitions into a chaotic environment with drastic culture shock.

    Many employee driven programs do not result in the desired outcome because they are fundamentally designed with some incorrect assumptions. Example the TIP, Technical Innovation Pipeline, is supposed to be a crowd driven voting site that allows any of the 300K employees to vote / comment on potential product / process novelty / improvement. But the participation is so random, they tend to upvote ideas which are often impractical but politically popular ( for example deer detection and warning on highways, etc.). They do tend to get filtered out but good ideas that do not get the amount of visibility just don't enter consideration.

    Employees tend to be more politically driven and make decisions for improving self and their standing often at the expense of the company. Decisions are made that do not benefit the company or its subscribers. Example, some one in the planning group had a bright idea to introduce a new technology that is the rage and developing fast. The technology was aimed at supplanting a tried, tested and very matured one that was working quite well. Migrating to this would have meant a significant shift in retraining existing personnel, investing in equipment, design, installation of the new architecture to incorporate the new technology with significant time. The bugs ironed out with tried technology over almost 5 years resulted in a stable system and by introducing a new untested technology we would risk starting afresh with new problems impacting not only our capex, opex budgets but also value to the customer because service costs will increase and quality will decrease. Instead of being the guinea pigs and investing in new untried and untested technologies, the decision to hold off till there is substantial standardization and adoption was clearly unpopular among proponents that were forward looking and bullish on its prospects. The end result is buying a whole lot of equipment which, because it clearly was not able to standup to its hype, ended up occupying racks and racks of inventory, space, power and sinking investment that further drove up costs to the subscribers who are already teetering on cutting the cord.

    While bidding on ATT proposals, many vendors take into consideration the bureaucracy and the layers involved in the decision making and often inflate their costs by 100-200%. Even though employee are not supposed to receive gifts which can cause conflicts of interests, things do go on ( upgrades at hotels for conferences, lavish banquets, and numerous unseen, under the table arrangements / incentives that drive vendors to make themselves favorable in the "neutral" bake-offs / technology assessments).

    Even while booking hotels, you can sometimes find that the ATT rate is higher than the rack rate which is another example of how costs are not properly controlled.

    300K employees are marshalled like an army, with a highly vertical & siloed organization that often makes decisions that are not effective for the average employee. For example, atleast 2 hours a day may be spent on training, conference calls and processes that add very little to the output.

    There is no transparency and one group often does not have any idea what another group is doing, so there are needless duplication and "reinventing the wheel" type situations. The access to facilities also is highly restricted, so the organization is not conducive to cross pollination of ideas except informally which is infrequent and therefore quite unlikely.

    Pointless mergers: ATT has a penchant for losing money on mergers ( DirecTV) , failed mergers ( T Mo 4 billion$ breakup fees) and killing acquisitions ( Quick Play) etc. Example, why would anyone purchase a company worth 25B$ for 70B$ ( assuming DTV’s 20B$ debt), DirecTV despite being in operation for 3 decades, had a debt of 20B and the total value of their Satellite plant / uplink facilities / 20Million CPE was about 25B$. ATT could have simply acquired these subscribers by merely building a better mouse trap. Instead it had to take on additional debt to acquire DirecTV, a process that took several years while most of the projects were on hold, which was basically loss in employee productivity and irrecoverable costs of stalled programs / investments. After the merger, there was significant effort in the alignment of workforce, culture etc. After nearly 4 years post acquisition, the culture match is so strained that there are rumors that ATT will spit up the “difficult to assimilate” acquisition but will need to stomach a hefty loss in the process. Whichever way we look at it, its going to be expensive ( loss making proposition) to hold on to DirecTV and it will cost dearly to let it go as well.

    Advice to Management

    DirecTV came to be in its current predicament because it was not cognizant of the costs. It had an overwhelming reliance on IT technologies and came to hire numerous Indian IT professionals into its ranks that were mostly concerned with process, skills and agile development as they usually are but blinded by its impacts to subscriber value. ATT is an operator and the choices are vendor based. Obviously there is a fundamental difference in approaching the problem itself.

    Even their CPE inventory is huge, just merely providing a dish to a subscriber, there are atleast 30 different options which require holding inventory at some warehouse, the CPE setup is complex and requires truck rolls etc. , the choices are also quite extensive ( DVR, no DVR, Wifi capable etc etc). Most of the development is done in house which is not necessarily a cost saver but it leads to spending needlessly on aspects that do not concern an operator (as opposed to buying from a vendor who does the development and testing) .

    When the premise in acquiring DirectTV was to get a bargaining power for content acquisition, the steady stream of cord cutters is obviously not going to help. DirecTV had 21 M subs and ATT's UVERSE had 6 M subs at their peak, and now it is 19M for DirecTV and 3M for UVERSE, a decrease of 18% in 4 years. The DirecTV NOW product promoted by the AppleTV / Roku giveaways managed to build a 1.2 M subs in less than 18 months, but the costs involved ( 3rd party CDN, Cloud computing or building additional encode facilities to support multiple bitrates for ABR- HLS, DASH) strain the economics and it is not a stretch of imagination that these novel OTT streams are but new ways to lose money.

    To consider that DirecTV NOW was a strategy to bundle wireless services, the additional costs in providing video over wireless ( increased data traffic, increased spectrum utilization, density of base stations etc), it may not be possible to realize this as a cash positive strategy.

     Video is not something that a regular networking chap can treat as an IT function. Most of the so called architects in DirecTV are glorified IT guys with little or no experience in the video head end nor of the problems that seasoned video professionals can recognize and resolve. This is why you all end up barking up the wrong tree more often than not because you lack the insight of traditional video people,

    Whatever growth the company reports is not because of efficiencies or cost management but because they are passing on the costs to the subscribers.

    Customer acquisition , retention, support call centers are almost like gladiatorial pits, where employees are let loose among beasts, obviously turnover is rampant, because the stress levels are unimaginable. THIS is not how a CENTURY OLD TELECOM company has to fare. It should start with great products, transparent pricing, effortless service not hiding behind contracts, early termination fees, bait and switch, opportunistic pricing.

    First and foremost, focus has to be on providing customer unmatched value and to create a business that produces greater returns through higher volumes and thinner margins. As the network grows, evolving it becomes increasingly harder, so the current strategy of SDN/NFV/Domain 2.0 is the right approach to ensure less reliance on white box vendor offerings which were marketed as the "emperor's new clothes".

  8. "Good company overall"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Retail Sales Consultant in San Antonio, TX
    Current Employee - Retail Sales Consultant in San Antonio, TX
    Recommends
    Positive Outlook
    No opinion of CEO

    I have been working at AT&T full-time (More than 3 years)

    Pros

    Good pay, great benefits, opportunity to promote

    Cons

    Different schedule every week
    No doctors excuses

    Advice to Management

    .


  9. "Customer Service Rep"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Customer Service Representative in San Antonio, TX
    Current Employee - Customer Service Representative in San Antonio, TX
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at AT&T full-time (More than 3 years)

    Pros

    Good benefits , good products, we’ll know brand.
    It was challenging work with a decent call center environment. Those are the only pro’s I can think of.

    Cons

    We deal with unhappy people all day. Seems nobody likes at&t. Management is horrible and we can’t seem to really help people.

    Advice to Management

    Hire better employees, train them better, and don’t
    Screw your customers


  10. "Premises Technician"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - U-Verse Premises Technician in San Antonio, TX
    Former Employee - U-Verse Premises Technician in San Antonio, TX
    Recommends
    Positive Outlook
    No opinion of CEO

    I worked at AT&T full-time (Less than a year)

    Pros

    Great pay and benefits.

    Cons

    Not knowing what time you will be home.


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