Idéal pour la croissance technique. Manque de leadership. - Avis employé Management Acrelec

Les gens de A.com étaient super

Aucun qui me vienne à l'esprit.

-great younger people who work at the Chicago and Pittsburgh offices - PMs receive a quarterly bonus depending on project payouts

I'm writing this review to provide an honest perspective for prospective employees about the American Acrelec offices. While I learned some valuable skills and met great people during my time here, there were several significant challenges that ultimately led to my departure. Leadership and Culture: The American offices are managed primarily by leadership from the French main office, which has created disconnect in understanding the needs and concerns of US-based employees. This directly impacts the culture as it creates a divide in the Chicago and Pittsburgh offices of French people vs everyone else. There's also a noticeable divide between long-tenured staff and newer hires, and advancement opportunities often seem to favor existing internal nepotism networks rather than merit-based performance. This can make it difficult to feel like there's a clear path forward for an employee. Training and Knowledge Sharing: Onboarding was limited to two days of training before being expected to work independently on complex, company-specific systems. The learning curve is steep, and access to experienced team members for guidance is inconsistent. Some colleagues are helpful and try their best to provide aid and explanations for learning. Others who have been around a long time are protective of their knowledge and are only willing to help select employees, making technical problem-solving unnecessarily challenging. There is one French colleague at the Chicago office in particular who made my ability to work very difficult due to his gate keeping of information and his rudeness in offering “help”. Plus his inability to have any sense of professionalism in or out of work made my experience directly worse every day. Work-Life Balance: The fast-food industry clients are demanding, and to make matters worse, the Acrelec company culture prioritizes client demands over employee bandwidth. While contracts specify 40-hour weeks, the reality often involved significantly longer hours in the evening or early morning to meet aggressive project timelines and client expectations. There is a common theme of Acrelec employees who let their life be dictated entirely by work as they are working evenings, holidays, weekends etc. This then forces other employees who have lives outside of work to feel as if work can be their only priority, due to this forced need to meet client demands. Professional Development: While professional development opportunities were mentioned during hiring, in practice they seem to be available primarily to select employees. Or if you are able to take a course, the unpredictable work hours make it difficult to commit to coursework. Additionally promotion pathways aren't transparent, which can be frustrating for those hoping to grow within the company. Promotions come on an as needed basis that benefits the company, not necessarily for merit by an employee. HR and Support: The HR department is minimal (one person for the US offices), and responsiveness to employee concerns needs to be improved. When issues arise, resolution is slow or insufficient to solve the problem entirely. If there is an issue with an employee and you wish to make a complaint, HR will take note of it but then it falls on deaf ears. Leaving employees’ genuine concerns about disrespect, discrimination and harassment in the workplace to continue to flourish. Final Notes: Some team members are very supportive and willing to help when they can. There are great people who work in the Chicago and Pittsburgh offices as well as the Romanian developers who help from afar. However the employees that actively choose to provide obstacles and annoyances just makes life more difficult for the rest of the office. Being in a niche sector of the tech industry, the work itself can offer exposure to interesting technical challenges in the QSR industry. This is a market that continues to grow and is a key indicator for the future of fast food tech. Yet as previously described, being able to solve these challenges in a difficult working environment with demanding clients and with multiple obstacles makes this job difficult to enjoy the technical learnings that come from it.