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ConnectWise Associate Software Engineer Reviews

Updated 24 Jul 2014

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2.0
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ConnectWise CEO Jason Magee
Jason Magee
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  1. Helpful (3)

    "High turnover, only good for experience"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Associate Software Engineer in Tampa, FL
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I worked at ConnectWise full-time for more than a year

    Pros

    Free lunch, and snacks. Good company culture. The CEO is approachable and when he has the chance he will address issues himself. Flexible schedule. Casual dress code.

    Cons

    Very high workload, with high expectations on getting all your work done in unreasonable time. The way workload is measured is by standards that no longer apply, they will use examples of previous workers finishing all the work when the company (as you see in other reviews is radpidly growing) has had a lot of changes this includes workload quantity as well as difficulty. The position is said to be a junior... developer job, but it is actually a glorified support job. There is a lot of work that will be stuck with you even when you have tried everything in your knowledge to solve it. Which will lead to your manager giving you constant warnings as well telling you to stay late. You are expected to be knowledgeable about every subject because work will be escalated to you, that isn't related to your knowledge, but yoy cannot reassign it, but rather be expected to solve it. You are discouraged from asking for help outside of other junior developers, which is less than helpful because they have the same skillset as you, and roughly the same experience. The training provided to you is a sample coding project to get familiar with the technologies used in the development side of the job, however you won't be doing any development for at least the first three months. After that there is no training for the job you will actually be doing, which means that you have no idea on what the process is for handling your support work. After three months you will be assigned development work, however you are still expected to finish your previous work and the new one in the same timely manner. It is emphasized that support work takes priority over development (even thought your title has developer in it), but you won't be excused from your development work or giving any extra time. If you fail to complete your development work in a timely manner for a certain amount of time you will be completely taken off development work and be given more support work than everyone else, which will lead to you falling behind even more than you already are. If you try to address this issue with management you will be told that it can be done as it has been done by other employees before you.

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    Advice to Management

    Listen to your employees, there has been countless discussions about this position and what it entitles as well as how much it is expected of you. Its not a coincidence that there is a one year or less turnover rate for this position. ( i have seen 5 ppl come and go in my one year of working there), with more to follow if things don't change. Bring back meetings to ask a senior developer for help, these were very... helpful when a senior developer would come. If senior resources are too few hire one with the sole purpose of being the team lead for this team. Current manager cannot provide help when needed as he doesnt have the technical knowledge require (he isn't supposed to for his current job, but the team requieres someone who does) Enforce escalation rules, work is passed to junior developers with little to no effort in previous troubleshooting. Make sure work request goes through all 3 tiers of support before getting to junior developments. Checking server settings on all work request should be requiered. Some teams have more difficult work please do not compare them to other teams with easier work, its not a fair comparison. Do not randomly rotate people from teams as this slows, resets what you have learned about your part of the application. If you want to give everyone a chance to learn everything then do away with teams, don't just switch one person. Divide workload evenly as some teams get three times as much work as other teams, this might influence the high turnover as whoever is on the high workload team ends up leaving.

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    ConnectWise2014-07-24

    ConnectWise Response

    August 25, 2014Director of Community

    We are a fast moving company and things are quickly changing. You have some great feedback around being able to ask for help and not comparing work in one job role to work done in another job role. For anyone else in this scenario, I would definitely recommend reaching out and speaking to someone in management or HR about training or educational opportunities. I know it's sometimes intimidating to raise your hand and ask for help. We want everyone to be successful at ConnectWise in whatever role that they are in.

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  2. Helpful (4)

    "A good place to get developer experience, not a good place to create a career"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Associate Software Engineer in Tampa, FL
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I have been working at ConnectWise full-time

    Pros

    -Free Food Everyday -You may wear casual attire -Days go by quick (no shortage of work) -Good job experience -CEO is very involved and is a positive role model for the company

    Cons

    -Very little feedback on your day to day work (only one not-so formal review annually) -The workload is very high. -Because the workload is high, non-paid overtime is required to finish the work. -Processes and tools change frequently (almost weekly) -Test systems (QA environments) are rarely prepared for troubleshooting issues (a tool that is frequently used) -The communication between teams is lacking.... -Management does not have visibility on the employee's day to day. This leads to unreasonable expectations.

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    Advice to Management

    ***This is feedback regarding lower to mid management*** -Ask your employee's about their day to day, see what can be improved -Provide structured monthly or quarterly one-on-one evaluation meeting containing feedback from the direct supervisor -Have the direct supervisor occasionally shadow employees (example: sitting with an employee at their workstation for an hour) to ensure more visibility in your... employee's day to day so that proper expectations and workloads can be given

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    ConnectWise2014-06-17
Found 2 reviews