software engineer

desktop support technician

programmer analyst

field technician

business analyst

DXC Technology

I'm not a full-employee but am a contractor, and, when I was hired on with many others, the department I was in was going through a major shift as they had just been bought from Conduent and became DXC Technology (now Veritas Capital come the end of the year apparently). At first, the department was hectic and had trouble prioritizing training the new employees over doing their work, so most us spent a good 60% of our time for our first two months getting paid to just twiddle our thumbs at sit at our desks. Come the three month mark, and that's when many of us began getting work, but this is where the problems started seeping out as well. At the beginning of the month, the department supervisor brought every contractor into the department and went on a spiel that was interpreted by most of us to have been a promise of employment come the end of our contracts. Upon follow-up, that information fell through. In fact, out of all of the contractors (eight in total) that got hired alongside me, only two got hired on permanently, and, of those two, only one puts out work that is far superior to all of us other contractors; the other one puts out similar work to the rest of us (which is hard work from us all), but she clearly had more opportunities presented to her by having simply had the luck of sharing an office with two of the leads of on of the department teams, of which they were going to be shorthanded in the coming months. The rest of us have either had our work throttled entirely or have been left out of trainings constantly with no follow-up whatsoever, the only rhetoric given to us by management being the same broken record of how they can't give any performance feedback to contractors directly. Currently, only two of us remain as contractors, because the others that weren't hired on have either gotten fed up with the runaround or had other opportunities and situations arise. To this day, my contract ends in just a few weeks, and I still don't have any kind of idea of how I'm doing in the department nor whether I can expect employment of any kind, and management refuses to talk to me about any of it. Additionally, my other last fellow contractor hasn't had a single assignment nor any kind of training since the beginning of December, and any kind of questions he asks in regard to getting some more is always met with a wall; honestly, it's remarkable they keep him on at all considering they haven't even given him much of a chance to even attempt working, and his contract ends in just a few weeks. This whole process is absolutely demoralizing, disrespectful, and arguably even unprofessional. If not for the pay check, I would have quit weeks ago, and if something else does pop for me, I'm out of here. Even if they did offer me a permanent position at this point, I'd accept it with great revile, because if this treatment I've gotten as a contractor is how they operate their business, then that says quite a lot of what I can expect going forward.

The biggest positive to working here is the fully remote work. However, it's a trap, as the actual work culture is extremely stressful and not worth the compensation. 

Another positive is that for an IT organization, things are relatively well structured from a support standpoint, but there are still gaps in the armor where the process breaks down. Suggestions about even the most basic improvements go ignored.

Now for the downsides, and it's a doozy:

Every single PTO request will be met with an interrogation asking you to justify it, sometimes being accompanied by threats of unpaid time off.

Management has zero communication with the workforce, you only know anything about how you're doing if you are doing poorly. Zero positive reinforcement.

Expectations are incredibly high for an IT support position, and they continue to raise them, without raising compensation.

Compensation might as well be minimum wage. You will barely scrape by on the pay they offer, but they will dangle overtime in front of you as a promise for more pay, but nobody should have to work more than 40 hours a week to sustain themselves. Even 40 is an antiquated expectation these days.

The benefits are also bare minimum, you will be paying out of your own pocket for benefits, cutting into an already paltry salary that is barely sustainable with 2022 inflation prices.

The actual people that work here are mostly good people, but there are bad apples in the bunch that have seniority and are also delusional about their jobs, putting in hundreds of hours per paycheck, smashing leaderboards, just to say they did, which makes anyone that expects to be accepted working 40 hours a week and taking normal scheduled PTO look bad, and the management will call you out on it and be like "why aren't you like XYZ".

These same bad apples with seniority also typically have bad attitudes and will meet questions from new people with disdain, hostility, and teasing.

The managers are nice on the surface, but bound by the insane corporate grind and huge expectations placed on them. 

All this with the shadow of IT support over you, the nonstop bad attitudes from people on the phone, impatience, complete ineptitude, etc, you name it. If you've worked in IT, you're familiar with all this, and it comes with the territory, but it's the cherry on top of an otherwise already toxic workplace.

To make matters worse, when I left they were forcing people into forced demotions and extra work, with no extra pay or any notice or compensation for the sudden shift in job duties.

Do not recommend. 

You'll get 5 tickets, on average, per month (excluding refresh/intern seasons). You'll be expected to find many more tickets yourself even when there is no work to do/client doesn't need anything worked on. Expect to walk around the office and factory for 6+ hours per day attempting to solicit client employees for tickets. If you do not you will be pushed out. 

Management is very hands off, but will expect you to micromanage yourself. I had my manager make up a *fake* new policy regarding PTO, but when I informed coworkers of this new policy, I was let go for spreading misinformation. Not quite sure why their policy encourages managers to lie to employees, and then punish those employees for believing the lie and disseminating it to others. The job was hybrid previously, but hybrid unceremoniously changed to full-time in office, leading to immediate increased costs for childcare and worse work-life balance. There is absolutely no reason for this to be a 5-day in-office position. The work changed from keeping the client happy and performing long-term fixes for issues to creating and closing as many tickets as anyone could. You'll be expected to pick up the slack for other under-performing sites. There is little-to-no career growth, and you will not get a raise. They will hire people with no experience and expect others to walk them through how to fix issues, while still hounding those others to keep their numbers up. It was not a hard job, but everything you're expected to do outside of your actual site and job is hard to keep track of, and extremely hard to keep numbers up for.

Culture of the company was great, like a group of friends, until management decided to nickel-and-dime the client and force people to create superfluous tickets.

Hardest part of the job was creating tickets out thin air to satisfy project managers and upper management.

Most enjoyable part of the job was speaking to coworkers, but should you get caught up in any of the lying manager drama, they will scour your entire chat and email history in order to justify your termination. If you speak to someone, just make sure to do it over voice and not text chat so they can't twist your words into something else when they decide you don't make enough money for them.

There seems to be a real disconnect between the executive leadership team and the rest of the organisation in the direction and success of the business. Execs seemingly pick up large salaries and enjoy hospitality, merchandise and travel around the world to watch F1 and football matches while regular employees can't expense a cheap train ticket to meet up with a team/teammate in the office for some much needed face to face engagement because of cost cutting due to the business underperforming. It very much does feel one rule for one, one rule for another.

I knew of many employees who hadn't had pay rises in 8+ years and had changed roles multiple times during that period. I was given a very minor pay rise off the graduate programme well below what I felt I was worth even after securing the highest possible end of year review (which is virtually redundant) - the brand-new day 1 graduates coming in were earning more than me which feels a real kick in the teeth and not how a business should treat its supposedly best assets.

In fairness to the UK leadership, I always felt they cared about their people and tried their best to deliver a positive work experience, but were hamstrung by the powers above. It's also hard to generate culture when everything is virtual, but they did run some big UK events bringing people together which should be commended.

In terms of the Marketing & Comms team, there were some brilliant people who were good at their job and everyone was always so friendly, especially working across time zones and cultures. I enjoyed the people I worked with from all over the world who did help me, gave me some chances and generally wanted the best for me. I didn't feel that there were opportunities for me to ever get a pay rise or promotion until other people left, but this may have changed under the new CMO's direction who gave me some confidence when she joined a few months before I left.

There seems to be a real disconnect between the executive leadership team and the rest of the organisation in the direction and success of the business. Execs seemingly pick up large salaries and enjoy hospitality, merchandise and travel around the world to watch F1 and football matches while regular employees can't expense a cheap train ticket to meet up with a team/teammate in the office for some much needed face to face engagement because of cost cutting due to the business underperforming. It very much does feel one rule for one, one rule for another. 

I knew of many employees who hadn't had pay rises in 8+ years and had changed roles multiple times during that period. I was given a very minor pay rise off the graduate programme well below what I felt I was worth even after securing the highest possible end of year review (which is virtually redundant) - the brand-new day 1 graduates coming in were earning more than me which feels a real kick in the teeth and not how a business should treat its supposedly best assets.

In fairness to the UK leadership, I always felt they cared about their people and tried their best to deliver a positive work experience, but were hamstrung by the powers above. It's also hard to generate culture when everything is virtual, but they did run some big UK events bringing people together which should be commended. 

In terms of the Marketing & Comms team, there were some brilliant people who were good at their job and everyone was always so friendly, especially working across time zones and cultures. I enjoyed the people I worked with from all over the world who did help me, gave me some chances and generally wanted the best for me. I didn't feel that there were opportunities for me to ever get a pay rise or promotion until other people left, but this may have changed under the new CMO's direction who gave me some confidence when she joined a few months before I left. 

I worked for the company under contractors, and directly for them for multiple years. I can say that neither experience was pleasant. The teams are typically understaffed, and only certain employees are expected to actually work. Some teams spend entire shifts watching movies while the other is working. If one team has no work they are not expected to help the other team even though both teams are cross trained. No management on site whatsoever. There was no lead. So it was a free-for-all, and if you have a good work ethic you will be the only one working while others lazily get paid to do nothing. If you try to bring it up to management on day-shift nothing will be done at all. It was one of the truly most toxic work environments i've ever worked in. They hire new employees at higher wages than existing employees to draw new hires in. However, most new hires wont stay because even they see how unfair/toxic the work environment is. You're also typically told you will be starting days on site support, or generally not told what you will be doing at all. Then once you arrive it's completely different than what they explained, if they took the time at all in the interview. If you're lucky you'll get a trainer who cares to train you, or one that isn't burnt out from the job.  All-in-all, it's easy to get hired on, hard to get fired unless you really really mess up and just an extremely toxic environment. If you have a good hard work ethic this is NOT the company for you. You will be overlooked and taken advantage of for that, and expected to pickup the slack of the other team members while they watch movies with little to no acknowledgement or praise. The only upside is when it's not about work the teams generally get along and the friendship was nice. 

I did appreciate the flex hours that we were allowed to have so we could work our hours instead of having to use vacation or sick time.

Other than that, the company was extremely disorganized. Very little training, and there was no dedicated trainer, so everyone had a different way to process things. In addition, the written directions to process things were extremely vague (leading to a lot of different interpretations), or having directions changing as much as several times in a day. 

No raises or COLA given in over five years. 

I started out as a temp with this company - the temp agency sent me for an interview, and I was hired. I applied for a position in my department when it was posted about a year later but didn't get it, even though the boss said she was happy with my work. About 4 months later, another position in the department became open, and I applied for it. I finally got a permanent position with the company, But the crazy thing was the boss said she didn't realize I had all the related experience and related education. I was going to flip - it was evident she never looked at my resume the first two times it was presented to her. 

In addition, if there are any work concerns or issues, there company is reactive rather than proactive, and really won't take any action to correct things if they could get away with it. And if anything facility-wise breaks (sink, microwave), it is months before it is corrected. 

The company also doesn't invest a lot in their employees as far as training goes and making the employee more valuable to the company. It was extremely frustrating to have people in leadership positions that are not leaders or visionaries.

They were losing a lot of contracts, but were not interested in how they could improve processes, nor were they interested in looking to pick up new business.

I have worked for 13 different companies since 1993.  I can honestly say that my experience with DXC has been the worst.  Revolving door upper and mid management, no raises, no oversight over local onsite management, poor review process, overall lack of common sense to their organizational structure and processes.  
Typical Day at work: Login from home, do reports, check email, attend an occasional meeting.  My job was to internally support those assigned to the customer.
DXC is a combination of Hewlett-Packard Enterprise employees and CSC employees, merged into one.  The cause of that merger was thousands of "pink slips" to be issued for duplicate work.  The organization has at least 3 different time-keeping systems and Human Resource managers are expected to navigate all three.  
Prior to becoming DXC, "the name on the door" for me was Hewlett Packard Enterprise.  Prior to that, it was Hewlett Packard, and prior to that (before my time) it was EDS.  Many of my older co-workers had been EDS legacy employees.  
What I learned: When a company shows you what it's like, it will never change (positive or negative), so if you don't like it, get out.
Workplace Culture: Low morale due to lack of raises, revolving HR management, thousands of firings, and no advancement opportunities.
Hardest Part of the Job: Accepting the fact that a workplace can exist that has zero accountability to its managers, and that internal groups designed to deal with corrupt and abusive management are just there for window dressing
Enjoyable part of the job: Working from home, unlimited time off with approval/coverage.

We were required to come in 15 minutes before our shift started to work out of our email without being paid. The only way to move up or get treated fairly is to know someone in management or be willing to work for free. The metrics were unrealistic. Management doesn't call back clients who needed extra assistance or needed to complain which means most of our calls were providers trying to get ahold of management. You don't have time to call people back when you tell them you are going to. This leads to a hostile work environment with providers calling into the call center incredibly angry. You have 1 - 2 weeks to learn everything about AR Medicaid and how the system works which is unrealistic. They do not train their reps and then employees get reprimanded for trying to assist the reps that haven't been trained properly. They will also lay off their vets to hire people off the street at a lower salary and so they don't have to pay for their retirement. Their disability people are impossible to work with. You can have short term disability and be paid for it and then be denied for long term disability. While that is happening, you will not be paid. You cannot look for a job to supplement your income or you will be denied and will have to go back to work full time with no exceptions. You just have to wait for them to approve or deny. Since you have no income coming in and you are technically on disability, DXC does not provide insurance. You have to pay for it out of your own pocket. Again, you have to pay for your own insurance out of pocket, but you are not allowed to supplement your income with anything or you will be denied and are expected to go back to work full time. 

Basically, DO NOT WORK HERE.

I joined mid-COVID, hired remote. No discussion of post-COVID location expectations. 
Year and a half later, how often per week can I be at the one US Innovation Center located in New Orleans.
I had three different supervisory managers in 1.5 years.
Finding and joining project teams was complicated at best. Was assigned to projects in various states of progress. One of the projects came to an abrupt conclusion when renewal was expected. The others were in various forms of 'progress.' 
Before being laid off due to 'workforce reduction' I had been requesting a new project for almost three months. At one point I was tasked with another team if unassigned staff to try to revamp the process of project needs and staff assignments. But then life got real and they needed some of the people to put out other corporate fires.
My first annual review found I could not support meeting expectations because I had not been on a project for three months my first three months at organization they said I had not proven myself to be average despite hiring me before organizational extended holiday leave and not assigning me to a project for over a month after I was hired.
So after being employed four months I had to battle to prove I was meeting expectations based on true scenario.
The supposed annual reviews, salary increases, and bonus structures promised were stalled just one more quarter, just one more quarter while we watch performance.... Over and over, and did not occur. And leaders were surprised people who met their strict metric reviews were annoyed.

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