Quadient- Bonne boîte mais qui se cherche un peu | Glassdoor.fr
  1. « Bonne boîte mais qui se cherche un peu »

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    • Équilibre travail/vie privée
    • Culture et valeurs
    • Opportunités de carrière
    • Rémunération et avantages
    • Équipe dirigeante
    Employé actuel - Marketing Manager à Bagneux, Île-de-France
    Recommande
    Point de vue neutre
    Pas d'avis sur le PDG

    Je travaille chez Quadient à temps plein depuis plus de 5 ans

    Avantages

    Boîte assez sûre, qui respecte ses employés, les avantages, etc. Forte évolution de ses métiers depuis quelques années

    Inconvénients

    Neopost garde encore une approche hardware et industrielle, qui la ralentit dans son souhait de rejoindre le eCommerce, secteur hyper dynamique. La communication interne pourrait également être améliorée dans le but de mobiliser les troupes.

    Quadient2018-10-26
  1. « Exciting Work and Great People »

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    • Équilibre travail/vie privée
    • Culture et valeurs
    • Opportunités de carrière
    • Rémunération et avantages
    • Équipe dirigeante
    Employé actuel - Employé anonyme 
    Recommande
    Point de vue positif
    Approuve le PDG

    Je travaille chez Quadient à temps plein depuis moins d'un an

    Avantages

    Employees are smart, professional, and fun. The work is ground breaking. Can work both in the Raleigh office or remotely.

    Inconvénients

    Benefits recently changed and aren't as good as they were before.

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    Quadient2020-03-02
  2. « Great at first but you quickly realize there is no room for growth unless you are a favorite. »

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    • Équilibre travail/vie privée
    • Culture et valeurs
    • Opportunités de carrière
    • Rémunération et avantages
    • Équipe dirigeante
    Employé actuel - Employé anonyme 
    Ne recommande pas
    Point de vue neutre
    Pas d'avis sur le PDG

    Je travaille chez Quadient à temps plein depuis plus de 5 ans

    Avantages

    Working from home is excellent however over a few years you begin to realize that your home is becoming your prison. MOST of the people I have worked with are super awesome.

    Inconvénients

    My manager claims that he isn't a micromanager and that much is true. The catch there is that its because he has software that does that for him called Autotask. Autotask is the bane of my existence and there isn't a single person on the team that I have ever heard say they like Autotask. It is just more minutia to have to deal with at the end of the day. My Team is like a Doctor Frankenstein of teams. We consist of developers, implementers, support personnel, and a couple of software engineers. Each of those groups have their own supervisor. Additionally we have project managers and they all report to one person who oversees all of it with him reporting to a director. When accounting for supervisory type positions (director, project managers, supervisors etc..) one quickly sees that there are WAY too many chiefs and not enough indians. It is really quite overwhelming with the number of people I can have pinging me on Microsoft Teams at one moment in time. I get what the structure is attempting to do BUT when you don't have enough people to support that type of structure then it is wasted effort. On this team, there is no forward progression in your career UNLESS you are one of the director's favorites. Backstory time: Our director and a couple of people on the team were actually a part of a team that was acquired about 4 years ago from a subsidiary. When that team came over there were already people on this team that had been with THIS company much longer. Most of the recent promotions given by this director have been to the guys that came over with him on that team rather than the ones who had true seniority with the company and were WAY more deserving. With this in mind, I have attempted to put in for jobs in the past on our internal job board (they say they hire internally first!) BUT I am more than sure that the director is stamping those out before they can even get to HR (which I think is illegal? Not really sure...) as I have NEVER even had so much as an email from HR regarding those jobs. Management always preaches about all this work coming in however there have been plenty of times that I have asked for work when I had none and got nothing more than a support ticket. How is one to sustain a full timesheet (yes, you have to submit weekly timesheets through Autotask) given this type of allocation? Often times I'm having to find something on my own to keep busy. Projects usually consist of meetings about a meeting we are about to have (read that again) and when you account for the time being used for each person on those calls it quickly adds up. Some weeks most of my time is nothing more than meetings and things of that nature on my timesheet and we are no closer to closing out a project. We hold yearly kick-off meetings at a different location in the US every year. These kick-offs usually consist of the exact same training sessions/talking points we talked about the previous years. Sitting there listening to all the supervisors and managers, etc. break professional services down into a science is incredibly cringe-worthy being that they are thinking too hard about all of it. It isn't rocket science. You find out what the customer sees as "done", get them to sign off on it, and you give them exactly that. Nothing more and nothing less to avoid scope creep. They tell you what "done" is and you get it done. Simple...but try telling this team that.... This team just came off of one of the most successful years it has ever had however we never get to go to the "real" kick-off meetings. Often we are relegated to what I call the "b-rate movie" version. The previous years we have gotten awards and etc but this year it seems that they have even forgotten that. Not only is there not any opportunity for career advancement (on this team anyway) but don't expect any type of substantial raise....ever. The most you can ever hope for is a measly 2% cost of living raise every year that essentially puts about $60 more in your check every month. Asking for a raise is almost bad juju as well. I have heard of one success story from this but I honestly can't say for sure. I have always been told that you should never ask for one because it is a one way street out the door. The one success I mentioned I was told this person received a letter from HR the following week about how "your compensation is more than just your paycheck" or some bull like that. If this is true I have to say that my health insurance doesn't pay my bills. My paycheck does. On the flip side of this, they spend frivolously, especially on sales who usually get the better laptops etc. and the only true culture/value the company holds near and dear is money. Underling employees, customers, etc they are secondary.

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    Quadient2020-02-19

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