OpSec Security Group Reviews

CHURN BABY CHURN OpSec should consider the butter business. They'd at least be selling a useful product. The biggest problem is churn. People leaving for better opportunities. 50% attrition is not just from covid. It's lack of faith in the business itself. The core of the workforce has left leaving a husk of talent propping up a shell of the former company. This shell is then presented to the clients as business as usual. Clients come to OpSec for the industry knowledge and experience. That is all gone now. Clients are getting new hires presented as experienced analysts, old technology that is somehow getting worse, and chaos in the ranks as people try and climb the ladder to keep above the water. The company is trying to train up replacements but doesn't have a training team in place. The handoffs of accounts are usually minimal when an employee gives 2 weeks notice and then has to train a replacement employee that was hired a week ago. New hires are given 2 weeks before they take on full workloads. This is bad for the new hires and the clients that are getting the short end of the stick. The people that do know what they are doing are being promoted into new positions in different departments. This leaves a huge hole in employees doing the day to day work. Anyone left that has any solid knowledge is leaned on to the point of breaking. This exacerbates the exodus. How many times can a client have their analysts and CSM switched before they catch on? SALES Sales is so dethatched from the analyst side of the company that they sell fixes for problems the clients don't have or we can't solve. A year passes and then when renewal comes they expect the analyst to explain why no valuable work was done on the account. The answer is always because you sold them on something you don't understand and no one listened throughout the year as analysts tried to bring attention to the problem. Sales sell the "tech" OpSec can provide. In reality this "tech" is a bunch of pointless buzzwords and the truth is that the work is mainly manual labor done by the analysts that keeps the wheel turning. As more seasoned analysts leave this weakness in the technology will become more apparent. VISION AND PLANNING/MANAGEMENT Millions spent and OpSec still doesn't have: -An email client that isn't from the 90's -Reliable scans that bring in relevant results -Reliable enforcements through the system -Tools that aid the analyst in any meaningful way -Training programs -Completive new tech offerings The upper management is clueless or callous. They ignore all advice from the grunts and listen to middle management as each mid manager fights to be the most relevant. Everyone has a pet project and they all are ignoring the simple fixes and quick wins. It's all about blowing smoke and impressing the extremely cut throat corporate leaders. There is no room for small projects. They must be big and expensive and full of buzzwords. COMPENSATION It's low and it also varies depending on when you get hired. Go ahead and ask your neighbor what they got hired at. The answer will surprise you. People have worked at the company for 10 years and are only making maybe 15% more than people who got hired at the right time. No one is being paid well. It might feel like it because you start so low but even the "big" raises for promotions don't get near the starting wages of better and more stable companies. Expect a lowball offer because pennies must be pinched. The pay also varies widely by department. It almost seems like the harder your job is the less you get paid. CULTURE AND MORALE Let's talk about company culture. There isn't any left. All hands calls feel cold and full of jargon. All talk but no substance. Any push back from employees is met with insensitive and illogical responses. We don't appreciate threats to the possibility of layoffs disguised as a favor the company did by not cutting your job during covid. We saved you during covid not the other way around. The biggest win for the team is a coffee machine. There are shallow committees being formed to create the illusion of culture but with no budget and no meaningful buy in from management the efforts go mostly unnoticed. The whole mess has been so bad that the entire HR department quit within a month. This was after the original HR team all left. Only the VP of HR remained. Wonder who the problem is there. Raises are bad even when promoted, no recognition for hard work, benefits have gotten worse, no budget for team building, people leaving left and right, overworked and underpaid, insensitive and out of touch leadership, no support from engineering, sink or swim mentality, and repetitive and uninspiring work. There's a reason people are burnt out and depressed. PS Isn't it strange that the Meridian Idaho office is no longer a location on Glassdoor? Isn't it also strange that there are a few positive reviews peppered in with shallow and almost generic praise aimed towards clients? It's almost like the company knows it has a problem and is trying to cover it up so it can keep clients in the dark and new hires fed into the grinder. Sorry I didn't hold back. I think it's all fair and valid points. Feel free to respond and defend yourself. I'm sure I'm slightly jaded but we both know the company could do better on so many levels. If you find this review helpful please feel free to mark it as helpful. Help the butter rise to the top ;)