RDX Employee Reviews about "people"

Cons

Pay could be a little higher, but it's good for entry level with a bigger return on the DBA team. 24 - 7 can be rough in the DOC. Changes happen, and at times it doesn't seem like the company lets us know in the best of time are times. The main issue is that it gets old hearing people complain about the smallest things, and just to complain. Working with "kids" is annoying. They don't understand the concept of work really is. They don't get that you have to work hard to move up. Some of the people act like they deserve something extra just for doing their job. It's hard to take just listening to this during turnover. This is one of the reasons that I have almost quit. I've learned to block out the cry babies and do my job.

Cons

RDX is bad at planning: - When we got back from training, the phone system wasn't set up. We had to use cell phones from the DBAs or trainers to call clients. This happened for almost a month for some reason. The same happened with the camera and TV that wasn't used for weeks because no one set it up. - If you are working off-hours there is no leads in Charlotte at all. The only shift that has a team lead is first, the second and third shifts have to rely on getting help on Skype. A month ago there were no team leads in Charlotte at all. They should have had some senior people in Charlotte from the beginning. There are a lot of things that seem sketchy about the company as we: - When we went up to Pittsburg for training, we were given more paperwork basic saying that if we quit we'd get sued, instead of before we left… I was worried that I'd have to pay for a plan ride back if I didn't sign it. - A lot of the software seems to be pirated. The VMs we use say For Non-Commercial Use Only on the title bar and Windows on the VMs always pop up a warning telling us that Windows isn't registered. There's a lot of confusion everyday on the job: - We were in instructed to investigate every alert that came in, including the ones that were caused by our monitoring software. This has caused a few arguements between us and the workers in Pittsburg. They don't investigate every single alert and thought that were ripping of clients. - The documentation is very very bad. You pretty much have to rely on Pittsburg workers to help you out since they have learned which things in the wiki are wrong. Then they won't let us fix it, instead we have to create a ticket and wait for someone in Pittsburg to fix it for us. - Secret server is also bad, most of the time you just have to guess what account and password you use to log in.

Cons

You have to be on top of your game because you are challenged with new things all of the time. Must be willing to always learn. Customers expect you to be their expert so you have to show that. Different customer personalities to deal with but their CRM team helps. Very challenging technically. Great for people that rise to the occasion but not so good if you want to be the Maytag repairman. Over 100 technicians working the same office. You have a lot of people to work and get along with.

Cons

Where to start? When I came in for the interview and training process, I thought the building was modern and really cool looking and that everyone had such nice desks. What I didn’t know until the third week of training is that I would not get a desk on the first floor, but that I would be working in a window-less, damp, and dirty room known as, “The DOC”. By the time it was clear to me that this job posting is extremely misleading and I was lied to about my salary and benefits I had been working there for six weeks. The people that run this company are taking advantage of new college grads and others looking for a new career in technology as these people are generally uninformed about tech careers and what should be expected. The job posting was for, “entry level DBA”, however, nothing I did at my job was actual DBA work. It is really a help desk that specializes in databases. People that work this position are usually the first ones to fall on the sword, regardless of if they took the correct action to resolve a problem with penalties including termination. The documentation for client environments and escalation procedures leaves techs completely blind when handling issues. Conflicting information is found in one sentence to the next leaving techs to make a judgement call as to what action to take. Hundreds of tickets were created to have documentation updated, but in most cases nothing would be done. The password vault stores information that follows no naming conventions (a client will be labeled under a different name in every resource tool) and the majority of information is irrelevant or accounts would be locked out by another tech and you would be left to trial-and-error to gain access to alerting servers. The monitoring systems did not function properly with techs routinely having several hundred alerts in their name that were all false positives. The management was coached to give the same answers in regards to questions asked by techs like some strange, Stepford Wives, brainwashing had occurred leaving techs without an honest answer. When a tech would ask a valid question to management, it was usually met with a temper tantrum, finger pointing, and punishment for the tech. Management approached certain senior techs to find out why morale was so low. When a few techs gave honest answers, they were punished, put under intense scrutiny and labeled as the problem with the department. Much of the management and even senior management at the top of the company were the butt of jokes and made themselves out to be complete buffoons on a regular basis. One manager would frequently send out emails and prepare documents that were full of typos. Another spent a whole day with a tech and wrote an email to the company about his experience and continuously referenced the person by the wrong name. Some DBAs would be extremely rude and even cruel to some techs by publicly shaming them with emails addressed to the entire company about how an issue was not resolved to their preference. It appeared that no one in this company was happy at all and people would take out their frustrations on their subordinates. The general theme to the company seemed to be to pass the buck by not taking action or responsibility and blaming things on another shift or department or letting someone else clean up when things went wrong. When people would try to gracefully leave the company RDX would burn bridges by threatening to sue, or even calling the employees new company and trying to have them fired. Some employees have been at RDX for 5 years and are still making less than new graduates at entry-level jobs for other companies and about half of what a person with their experience should be making. It seems that the majority of people are now looking to get out of the company due to increasing premiums on healthcare costs on top of the poor salaires. One person calculated that they were making less than someone working fast food after expense of the below average healthcare was taken out of their check.

Cons

I apologize in advance to marketing, as it's openly known when an honest review comes out, you'll see suddenly very generic positive reviews to keep the glassdoor average high. Unfortunately, RDX has lost its way.Employees have been told they must bill 8 billable hours per day. For some techs, they have clients with large pools of hours who dont examine their billing. Those clients often pay many hours for work never being performed as techs "pad their hours" to ensure a work/life balance. Some dbas unfortunately may have several tiny clients (this is becoming more typical, RDX is claiming "growth" by adding 6 clients at 2 hours after losing a client with 100, for example) which making billing and getting your work done day to day is not only difficult, but mentally draining over time. You have no choice in this matter, its essentially the luck of the draw, and directly impacts you in reviews when some techs can get 200 hours a month,where you have less billable time than business hours in a month, which effects further compensation down the line. Additionally, there's a positional manager here who will engage with dbas to make sure they're billing every hour on the contract, regardless if the environment is stable and does not need additional work. Clients, if you see a sudden uptick in billing at the end of the month, your dba has most likely been yelled at to create additional work, or simply their other clients are out of hours, and they need to get that 8 hours that's expressly required daily. Another issue is that RDX bends the business model to the point that dbas may be expected to be available days, nights, weekends and holidays and PTO time.They have no say in this, nor are they compensated in any additional way, and are expected to arrive at the office after getting 3 hours of sleep or less, and get the requisite 8 hours of billable. This means you have mentally exhausted dbas performing high level work on your system, and often deliberately taking their time so they can go home and rest. Not only does this impact their work life balance, this also impacts their health. Once rdx had one of the best insurance policies in the region, they've continually slashed benefits year after year, with a raise smaller than the loss, essentially cutting pay for everyone. One would state the best course of action is to leave, however, they've imposed contacts on everyone, with penalties of nearly half their yearly salary. You could sign this contract and have your workload and client-load radically changed, and you could suddenly have a radically different job that you cannot leave. I suspect the large amount of low contracted employees to prevent turnover, and the collection of small contracts, I believe they're attempting to send the impression that rdx is growing to sell. Once the contracts expire, you'll see a lot of dbas being reassigned to accounts as the good dbas leave for market rate pay. (If you look average salaries for a SQL dba, and divide it in half, that's a HIGH salary here).

Cons

Everyone starts by working in the DOC no matter your background. The package offered at hire is a bit deceptive. They state that you get 10 days off per year but they do not tell you that you get no holidays off.so in reality you are really only getting about 4 days the first year - though time and a half is offered for holidays. Plus, there is no shift differential in pay offered for night shift and the entry level pay is low. There is also extremely high turnover in the DOC.

Cons

Management hates their US staff. This company recently opened up an India office and they make it obvious that they want their company to go full India. People here are happy to fire people. For example, an employee was almost fired for wearing a hat. Literally. There have also been threats to fire people that openly discussed salary. (Which is federally illegal) Upper management that was brought in with the recent RDX acquisition have been hiring friends of theirs from previous companies. They then fired 15 people to get the money back for those hires. The India office constantly has parties, while the US office can't even get pizza or go to lunch without getting yelled at. The India office works from a run book and has absolutely zero training. They're smart people that are not allowed to think for themselves, which causes poor action to be taken in response to client issues. The higher-ups told employees that they aren't understaffed and that they need to challenge each other more. Clients will treat you poorly and there is nothing you can do about it.

Cons

Work can be very stressful at times, especially when you don't know what you're doing. After 6 months - 1 yr. it gets better. Pay is low. (33,900) to start for DOC.

Cons

Salary - Starting off they don't pay very well. The benefits are a little on the higher end of mediocre. The training coming into the company is scattered and incomplete, however it seems the management level is constantly working on improving this issue.

Cons

Get rid of the nay-sayers. I know we are trying to staff up to meet the heavy demand from our new sales force, but the negative energy is counter-productive. Fortunately, those people are in the minority.