Pros
The Good - Everyone is helpful. There is always someone willing to help answer a question. - Certs are paid for. Take all the training you want and get as many certs as you want. - Bonus are paid quarterly and based on your billing hours for that quarter. The payout rate is tiered based on the number of hours you bill that work. The more you bill, the more you make. - Pay is very competative and for some it is above market average or what other consulting companies pay. - Benefits are excellent. Beyond the normal health benefits, there is a monthly stipend that is auto paid for home internet, there is a gym membership reimbursement program. - Annual company gathering called GlideFest. Company pays for everyone to gather for 3 days of team building, education, etc. - Clearly defined promotional paths from Technical Consultant to Senior Technical Consultant to Architect. They even have a path to architect program to help prepare STCs for the jump to architect. - Promote from within for management jobs. - The company is continuing to grow and gain more clients/work. - GlideFast wins lots of arwards from ServiceNow, such as Partern of the Year, Customerj Workflow Partner of the Year, etc. All this helps attact customers. - Communication - GlideFast does a lot of company wide communication. There is a monthly company wide call, a querterly delivery team call, monthly POD calls, etc. They all provide great info. - Centers of Excellence (COE) exist for each product line. Though this is only of value to those that are doing implementations. If you are on a contract job (GRS), then you won't find these of benefit.
Cons
The Bad - Bonus can be hard to get if you don't get enough hours each quarter. If you get on a 40 hour GRS (GlideFast Remote Services) you'll easily be 100% utilized and get 2.5% for that quarter. If you are doing implementation work (consulting/project work), then it gets harder to get the hours. - GlideFast does not develop technical talent from within. They will say they don't have enough people with knowledge in a certain product, tell you to get certified and update your skills, then they just hire people with those skills and you don't get to do the work. - If you have a wide range of knowledge, but want to focus on specific areas, GlideFast does not respect that even when the skills database reflects your narrower focus. - There is inconsistent minimum target billing hours per week. The company minimum is 35 hours, but some PODs set their own minimum target to 40 hours. - Apex/ASGN as the parent company is starting to show its impact. For the most part not much as changed. However, we've seen changes related to an increase in the minimum billing hours per week. And Apex managed to make errors on the 2023 W2s for every single employee and we had to wait until March to get corrected W2s. - All team members associated to a POD. A POD is associated to product lines, so a POD for ITOM, a POD for ITSM, etc. Just because you are in a given POD does not mean you will do work associated to that POD. - Some PODs mandate teammembers develop video content used by the company on their YouTube channel. The company has a whole will put out calls for content. However, some POD managers will take it a step further and just assign content creation to various team members. Those manager do not have concern whether you want to create content or not. They just want the content created and you have free time, so get to it. - If in management, you are still expected to bill the minimum hours per week on top of being a manager. Managers attend weekly meetings with their staff and with the organization. - Like most consulting companies, if you are an architect that is about all you'll be doing. You will do little development. This may be appealing to some and a turn off to others. - Communication. While company and POD wide information is usually well communicated, there are gaps in the communication. If you are unexpectedly moved to a new project, you won't be told why. I've seen teammembers get added/removed to a team and the manager of that team is not notified of the add/remove. - Customer Relationships. I question how well sales and the POD AVPs really get to know their customers and their needs, especially for GRS (remember that is code for contactor/staff aug). I see people get assigned to a GRS only to be re-assigned shortly there after as it was a bad fit for either the employee or the customer. Seems GF would be more successful if they took a bit more time to fully understand the customers needs, perhaps even develop a job description of hard/soft skills need with roles and responsbilities. This would ensure a better fit up front...this is after all what contract houses do and GRS is nothing more than a contracting job. The Ugly - There is no division between consulting work and contract work. You are placed based on your availability and the needs of company. If you join thinking you will be doing consulting work only (known as Implementations), be advised you will as some point just be assigned to a long term contract job (known as GlideFast Remote Services or GRS). You don't get a say in it. - Leadership is showing signs of weakness when it comes to GRS. They don't fully understand the client requirements and goals. They just match based on 2 or 3 basic technical skills, then let you figure it out when you arrive. - Leadership is putting the customer above employees. If you get placed on a GRS and it turns out to be a bad match for you, but the customer is happy, they are slow to replace you (if at all) because they are afraid of upsetting the customer. Also, the Sales team has a very strong hand in deciding who will remain on a GRS. Sales does not care about your career ambitions or path. They only care about the customer being happy and the sales team getting paid. The POD AVPs bow down to the Sales team when it comes to staffing. - You'll be asked to get certifications associated to the POD you are a member of. However, this does not mean you will EVER do work using those certifications. The company needs all the certs to attract customers and to get referral work from ServiceNow. Some PODs require EVERY member of the POD to get those certs associated to the pod.