GoodLeap Reviews

NOTE: This company asks for positive reviews on Glassdoor, please take this into consideration when reading Lack of Communication Very little or disjointed organization and structure No clear expectations Difficult to progress professionally Disjointed management unclear Leadership structure Unmotivated to fix structural and organizational problems besides "throwing money at it" No Support for overworked or burnout In regards to IT Support, if you are considering a career here then please don't. You can expect to be berated by the Mortgage Staff and even Executive Leadership with little to no consequence. On multiple occasions I was verbally berated by different executives and even at one point was physically intimidated by one because a Zoom web meeting had an issue in the 15 minutes that he gave me to prepare for it. During my tenure I was verbally berated by a Loan Officer on multiple occasions because I would not provide them with unapproved work from home access, in earshot of an executive from a different department who advised me that I should grant it , though they did not have the authority to do so. I had 3 managers over the course of a year , two IT directors at the same exact time and when COVID hit , the companies response was absolutely atrocious in regards to the way that IT Support was treated. The IT team consistently worked long hours and managed to transition 400 users to work from home in 30 days , whilst managing the Helpdesk Queue and hiring 20+ new people each week for the entire year of 2020. There wasn't consideration for expanding the support staff to support the increased demand, instead Leadership deemed the department could be "more efficient" and wanted organizational and structural reorganization within the department , while IT was also responsible for vendor management, replacement of expired hardware onboarding of new employees to which each would have on average 10-15 users accounts that could not be automated due to Mortgage vendors being behind the curve in SSO and Identity management. This meant , manually configuring access for 20 individuals at 15 accounts per user, and the Mortgage Staff needed all accounts ready day 1. Our team was 4 people, supporting nearly 800 people. That alone isn't bad as a responsibility if SLAs and Helpdesk were the only requirement but Loanpal refused to spend money on hardware for their employees for 5-6 years, Hardware was consistently breaking and wearing out, the Hardware replacement plan which could have been very easily contracted out to an entry level position, was instead placed on the overworked and burned out Helpdesk team. The 15 accounts per new user earlier were all Mortgage specific accounts with accesses and sub accesses that should be administered by someone whom has expertise in the field. I managed the Helpdesk for a year, and was told on multiple occasions that I could not expand my staff , preemptively to scale with the companies workforce (which doubled in a year) because the CEO found it difficult to justify hiring for roles that "don't make money". The leadership , top-down, does not respect IT or Support Roles. For example, one of my close friends was in a receptionist position and during her tenure in that role, they added full kitchen and snack bar to the office she worked at. Her responsibilities increased as she was not only tasked with cleaning up after messy sales staff ( plates left in sink, dirty, on desks etc) but also for keeping the snack bar stocked, she managed the inventory and ordering and manually stocked it herself. She asked her direct manager for a raise for over a year and a half until she moved out of the role entirely to gain an increase in wages. To me, its deeply ironic that this company can post pictures of sales staff going to 3rd world countries, interacting with the locals and assembling a solar panel system, claim they're saving the world but aren't willing to acknowledge their support staff back at home with the dignity in compensation for providing more value to their role. While sales staff are buying high end sports cars. It's disjointed and frankly, in my opinion wrong. The solar division of the company got a week off and Executive acknowledgement for beating a sales record, but when IT migrated over half the workforce to work from home in 30 days, we did not get a statue stating we beat a sales record, we did not get 7 days paid time off like the Solar Division did. Instead , we got nearly zero support from staff who didn't understand that our company was growing but our support staff was not, and whom were upset that things were slower due the pains in scaling without preparation. I recall being excited when IT finally got approval to purchase equipment to replace outdated 5 year old machines for our staff because it felt like I had been starved and finally was given a crumb. In hindsight, I now understand that I should not have been excited, but instead disappointing as my team and department were not being lead but tolerated. There is no dignity in being tolerated as being in a support role. I have left this role with a plethora of experience, gained through literal tears, stress and feeling left in the dark. There is excitement in flexibility but as they say, too much of a good thing. I had 4 different bosses to report to in a year and a half, two Directors of IT (at the same time) , no VP of Technology, Non-Technical Operations executive in charge of budgeting and decision making. Aggressive and mean-spirited communication that discouraged sharing of issues for fear of being labeled the cause. The IT Department is broken , and there are Band-Aids being applied instead of treatment of the systematic issues. I sincerely for the sake of the team I left behind that things do improve, but I can't say at this time that I am optimistic that they will.