Quite motivative company offering highly competitive solutions
Sales Manager, Russia &CIS (Former Employee) – Moscow, Russia – 15 April 2017
The sales activity is evenly split between channel management and creating new leads and opportunities. The hardest part was to acquire new customers on the small and tight market. Another challenge was managing the competition offering substitute solutions at a low price. The most enjoyable part was attending the partner events and getting RFQs thereafter.
customization and diversification of the solutions
Software Engineer (Former Employee) – Herndon, VA 20171 – 21 March 2017
Software Engineers look elsewhere
Pros -Flexible hours -Interesting technology -Decent amount of PTO
Cons -The best Engineers have been leaving for the last 3 years -Lack of bonuses for the last 3+ years -Going through layoffs -Agile in this company is a joke -No way to move up -Work goes unnoticed -Nothing is automated -Sink or swim mentality for new hires -Use it or lose it PTO -Low raises
Qualification Test Engineer (Former Employee) – Herndon, VA – 6 September 2014
Unethical politics from managerial leadership to create own competitive troubles and ganging up with the old unable trouble making employee to harass the new good smart and dedicate hard working employee. Favoritism is not only unfair and unethical, it is against the employment law. If managers require covering up issues with the new Ka SATCOM project with Inmarsat and your inability to lead the team, then just stop hiring good candidates to support you. Just look for those inexperienced employee who can easily following all of your misleading so you can accuse them for all of your wrong doing later on.
HR requires to stop favoring unethical and unable manager to compete with and harass the new employee which is against the law! New employee creativities and dedicated hard works were meant to help the manager and the company iDirect. Ganging and teaming up with the unable manager together with the trouble making old employee fake accusations about the new employee is only to destroy the company. You need to listen to the new employee, not just begging the old managers and employee to destroy the company. A great leader is the one who appreciates and encourages their employee. There is nothing else that could kill the ambitions of an employee to contribute by the unethical competition, suppression, and harassment from the manager for his own feeling of important.
Flexible work hours, Good compensation, Company willing to pay to get good candidate but very wrong to think about lasting with the company, Advanced SATCOM technology, A lot to learn, Some good smart colleagues around.
Destructive Competitions, Fake Accusations, Favoritism, Defamation, Harassment, Politics, and very Unethical.
Would you like to clean up after WiPro once again?
Consultant (Former Employee) – Herndon, VA – 14 November 2012
There are two rather serious problems at iDirect: (1) The managers have too many people to oversee (at least in my group - ~28 direct reports). Consequently, the managers are predictably always in meetings and inaccessible for questions/issues, and relegates them to being merely CALENDER managers rather than managing what they were hired to deliver (i.e., the CODE and supervising those producing it). Team leaders officially exist but are insufficiently empowered to take any real action, and in my case my mentor was himself a rather recent hire who often couldn't help me. [Presumably consequently...] (2): vast amounts of code, including the majority of entire files, are completely uncommented. In one amusing case, an 868-line header file had ONE comment: the name of the file on line #1. And it was wrong - it did NOT match the actual file name! Related issues: C++ classes are often inviolate of true O-O model: e.g., in many classes, developer gives up completely and just codes "public:" after the opening brace, and leaves it that way to the closing brace. Most classes are not const-correct, don't have correct copy constructor and/or assignment operators (or explicit suppressions of them), etc, etc. Many of them have multiple code and member declaration sections. And of course, also stemming from all the foregoing, code reviews are essentially a P-C rubber stamp process. Bottom-line is that it results in a highly phony job-security environment in which contractors must spent a huge amount of time deciphering the code base to figure out how anything really works. Oh, BTW, they'remore... still using command-line CVS for their current release source code base, though the next one has moved to Git. Most debugging done via print statements. I was able to get a "contact" name who had a cross-debugger (gdb) for my target, but this was considered to be somewhat of a novelty there.less