Ça va, je suppose. - Avis employé Employé (anonyme) SpeedLine Solutions

Great Initial Training and Ongoing Sales Support Great Team Environment Customers like our SpeedLine Products

Competitive Market Selling POS Systems

The following is a collective document based on the experiences of 4 employees to ensure anonymity. Positives Work/life balance: Virtually no overtime Hybrid approach: most positions allow you to WFH at least some of the time Work events: nice team events during the day like grilled cheese lunches, 30-minute monthly game sessions, weekend hikes, Christmas parties, etc. Mental health package: additional mental health services added to extended benefits plan Training/processes: everything has a process and is well documented. Depending on your role, you have a tailored training program that can last months, which is awesome and thorough. Growth: There is some room for growth (depending on your department, role and skill level) Stability: the company is reliable and there is always work without the aggressive pivots. Many employees have been with the company for 10 or even 20 years. Flexible stat holidays: you can take your stat holiday within 30 days of it happening, which is nice

Compensation: pay is below average compared to similar work in the area, the company doesn’t account for cost of living inflation (manager straight up said that in a meeting), so you’re effectively losing money the longer you stay. Some jobs (like support) are barely paid above minimum wage, yet they have to undergo extensive training for months to learn the product. Turnover: this directly relates to compensation, but turnover in some departments is super high. For example, Operations has gone through 7 or 8 new coordinators in the past few years. Similar issue with the call center. It’s also worth noting that a high percentage of those who quit are young since they’re struggling with the housing crisis, whereas employees who have been with the company for 10+ years won’t feel the same negative impact of lower compensation. Offboarding: Some managers aren’t professional when they find out an employee is quitting, and will say inappropriate or manipulative statements such as, “You know you’re missing a big opportunity by leaving, right?” or “Why are you doing this to us?” or “you have a family to think about, you should consider staying, this is a mistake”. (This is not a blanket statement, other managers are entirely professional and supportive.) Favouritism: Certain employees are treated better. If you come up on their radar they’ll make up rules that they claim you broke. An easy example is one employee got called into a meeting for taking an hour to reply to a message when the company’s employee handbook says you can take up to a day, as long as it isn’t urgent (which it wasn’t). Outdated, rigid rules: Some rules are entirely ignored, while others are insanely followed to the letter even when it makes no sense. There was a girl who needed surgery and wasn’t allowed to use sick days because the employee handbook said they could only be used for “unexpected illness” and so she had to use her vacation (even though surgery sounds nothing like a vacation to me) and she rushed back to work before she was ready.