Flatirons Solutions Reviews

Some of the managers are wildly unprofessional and even borderline sociopathic. I witnessed one middle manager giving cheery, positive feedback to the production team, only to sit down with project and resource management later and insist those same employees should be fired. To prevent workers from jumping ship, managers actively spread false information about the health of their programs and about future opportunities for job promotion. Then, when programs tank, there are sudden layoffs. This company has a habit of laying off people who are close to retirement, then immediately backfilling their jobs with cheaper labor. Only 2 days of paid sick leave per year. No rollover. Extreme levels of micromanagement. Certain teams have had to start a timer when they go on break, so that every minute is accounted for. The customers are very difficult. We'd like the freedom to develop creative, innovative content, but between the customers' overbearing demands and our own internal dysfunction, we're often left polishing turds instead. Lots of in-fighting/politicking among the bosses, some of whom actively try to sabotage each other. They force production workers to cut corners in the name of increasing productivity, and then blame those workers when customers complain about poor quality. In short, there's no accountability at the top and no recourse for the rest of us.

Restructure after restructure has decimated any glimmer of hope that this company will evolve into anything it plans to; their latest restructure made it clear all they care about is their management staff, leaving out 80% of their workforce from the first organizational chart (which has still yet to be updated). There are too many managers and too many false promises about training and career development. It used to be if you found the right manager (as there were a few) it was a good place to work and you might be compensated for your work, but now there are "merit" raises which work on a percentage system that make sure the people already making a higher level of income make more and those not, make less. The only way to get a realistic raise, if you don't negotiate hard for your original salary, is to move to a different position. This ruins any retention possibilities for positions that are really need experienced people. The absolute apparent abuse of the support staff is criminally negligent and encouraged by all the management. The buzzwords batted during useless metric meetings (metrics gained from reports using a system that is buggy, faulty, and reliant on human error from an inefficient time keeping system) are cliche and travel down the line in lieu of real answers. HR has had several problems with unethical hiring practices within and without the company, as well as a severe mishandling of sexual harassment complaints, to the point where employees do not feel comfortable reporting the kind of shameless behavior that goes on with some of the employees. The talk about process documents is a joke, none are followed consistently in even the same departments, and most of the people in charge of managing them don't understand how the system they're in works. Real, practical, suggestions are always met with a nod and a "we'll talk about it" and then ignored, leaving no faith in improvement. Meetings and patting each other on the back about paltry employee unity gestures are all this company cares about lately.