CLS Group Reviews

People are employed for their expertise but are not allowed to use their initiative. There are some extremely bad bullies. It is very targeted and nasty. This is by managers and people that are their 'side kicks' that are grossly incompetent but will not admit to their inadequacies (but rather put them in a 'management' role. They are always looking for scapegoats to shift the blame, even if the person is very professional and does a far superior job than them. There is no escalation process to deal with managers that are bullies. Some of the managers based in the US treat their team members in London like slaves: they dictate, don't listen, and don't inform them what is happening. They do not plan things properly, everything is a reaction, they don't listen and then when it goes wrong and try to shift the blame. They treat seasoned professionals as if they are junior apprentices, undermining them and insulting their intelligence. The way some US managers speak is dogmatic, controlling and nasty with zero courtesy. The do not support their team members, ignore emails then demand things to be delivered when they click their fingers (despite it being delivered already (or they had forgotten they'd asked somebody else to do also) but they missed it or it is something they were provide support/responses on). Some managers and their teams do not treat their staff with any respect. They do not acknowledge all the great work but instead become extremely vindictive if a professional raises a concern to them as a risk about operational practices and standards. Instead they try to make your life unbearable so that you leave and try hard to find something about you or your work to criticize, and withhold privileges that is common to other team members as revenge.

Employees are recruited because they are experts in their fields and are asked to make significant improvements at CLS. They are often not supported by those who recruited them and in fact are marginalized for making the very changes they were asked to bring about. The company is a revolving door of people who came in thinking they could make a difference and left as stressed out, disillusioned human wreckage. Human Resources creates new and inventive ways to further implode employee morale. This year, CLS introduced "pay for performance" in which people who have survived there for years accomplishing nothing were considered top performers and those who actually tried to make a difference were forced out or fired before Christmas. It is astounding that the Fed hasn't noticed that the company hasn't made any great strides, mitigated any risks internally or externally and is hemorrhaging people. CLS is someplace you go for a year and then move on to something better as long as you don't actually plan to do a good job.