customer service representative

call center representative

data entry clerk

administrative assistant

forklift operator

Dexian

As an HRBP, my job was pretty extensive. I effectively was responsible for onboarding and maintaining relationships with the candidates that Dexian would hire for several different clients. All the HRBPS have a set of clients assigned to them and take care of new candidates from the second they accept the job until termination or their contract ends.

What you AREN'T told, is that Dexian embodies the absolute worst of staffing culture, on a large scale; sales and numbers are paramount and everything, literally everything, is a distant secondary concern. What I wasn't told when I came on board, is the fact that what I'd actually spend most of my time doing, is being subjected to sales culture within an HR context, which are terrible bedfellows. Despite having an HR manager I reported to, the actual folks responsible for feedback regarding my work was not them, but rather the sales team and whatever demands they wanted to make.

Because of this, whether or not there was any validity to the issues the sales team had with HR (these would range from not onboarding people fast enough, despite needing to wait on candidates to complete their paperwork, not ok-ing candidates to start even though they had not completed their onboarding process or in some cases even passed their background check, myriads of documents that each client requested that were different client to client not being sent on time, etc), HR leadership always took the sales teams' word at face value, given that they were the money makers for the company.

HR is not valued, more so than usual. A lot of the sales team has zero respect for what the HRBP's do, and management is not there to speak on behalf of their team, but rather chastise the HR team for not meeting undefined and constantly changing expectations. It was a disaster. Behavior that would have gotten me fired was the norm for certain sales folks, but because they had been making money for the company, those issues were never addressed. You'd constantly be belittled and talked down to, and the second you offered any sort of clarification or push back, the sales team was looping your boss and your bosses boss into an email chain. There was no respect for anyone's time. It was toxicity at its finest.

This was further exacerbated by the fact that an unknown Hr manager was promoted to the Senior HR manager role, despite not having any insight to what we did on the daily; unlike many of the regular managers, who moved up from being HRBP's, this manager seemed to leapfrog entire positions to land where she was at now. She also had a personal relationship with one of the highest performing sales directors based out of the Charlotte Region, and once she assumed that mantle, the HR departments entire mission and purpose changed; we were indentured servants to them, everything revolved around them, everything we did was to better them. 

HR was even responsible for educating and training the sales team on processes, which is also highly unorthodox. This, coupled with the fact that no formal training is given to anyone taking over clients, outside of the previous HRBP giving you what is hopefully good notes on their dealings with said client. (I was fortunate to mostly work with fellow HRBP's who kept great notes, useful given that taking time off meant giving your clients temporarily to another person.)

Some of the sales team was truly wonderful to work with. But the fact that the company culture lets bad actors run rampant, coupled with the fact that the current HR leadership sees their team as nothing but fodder for whatever the sales team wants them to be, please steer clear. 

•	Coordinate new hire training activities ensuring all logistical arrangements are confirmed, classroom materials and audio visual equipment is set up and operational, finalize the training plan prior to each session and following up with participants after the close of the session.
•	Lead and train web based application (Bullhorn Staffing) weekly virtually with 10-20 new hires. 
•	Coordinate activities for current and future development programs (Recruiter to Sales, Associate Recruiter etc).  Monitor program compliance to ensure participants are adhering to program guidelines including hiring, assessments and fundamental expectations.
•	Pull weekly training reports via Zoomerang Survey system.
•	Cornerstone LMS Administrator- load, review and test modules/curriculum in pilot, test and production environments. Manage module/curriculum set up. Launch modules and curriculums. Set up and run data queries and reports for
business/content owners. Monitor post-launch feedback and answering help calls regarding access and technical issues, including eLearning courses and online assessments. Liaise with Service Desk on post-launch needs. Creation of e-Learning from content developed by training content owners as
needed, whiling using Storyline. 
•	Identify and manage process improvements and program enhancements.
•	Maintain training documents to ensure all information is current and relevant; including training/operations guides, training bulletins, training resource materials and online training content.
•	Providing ongoing support and care to new hires throughout the on-boarding process.  Including gathering feedback, reaching out to new employees to offer support and guidance, and developing relationships across the enterprise.

Overall Rating: 2/5

Context: I worked as a contracted tech management professional for Dexian.  This was a single add-on to their FTE teams.  

The Good: Workplace culture was decent, especially with engineers and design experts. I worked with a few exceptional professionals - 3 TPMs and 1 PM who were collaborative, supportive, and actually knew how to work with people. The program disambiguation work and stakeholder engagements were rewarding when I had proper support.

The Challenges: Most of my interactions were problematic. Communication breakdowns were frequent, support was inconsistent and undermining. Several leadership members displayed rushed, dismissive attitudes during critical project phases. Inadequate resources during critical stakeholder engagements significantly impacted deliverables and client relationships.

Specific Issues: Inconsistent and undermining management support across different TPMs.  Poor communication during high-priority periods.  Inadequate resources during critical stakeholder engagements.  Rushed interactions that frustrated everyone.

Daily Work: Stakeholder engagements, cross-team collaboration, project management coordination. 

Hardest Part: Managing stakeholder expectations while navigating competing priorities without adequate internal support.

Bottom Line: Dexian has cold, distrustful professionals who make working with them difficult. Systemic communication and support issues make this a poor work environment.

This is a great company with a phenomenal corporate culture. Overall, the people who work here are friendly, and they treat their employees very well. They're always having company celebrations with free food and happy hours with free drinks. 

good: Awesome culture- friends first motto. There is a lot of potential to earn 6 figures within the first 2 years. If money is your top motivator, you would fit in here. If you aren't good in sales and if you're not money motivated, it may not be for you. 

not so good: They are not really transparent about the job when you interview. Few people will ever answer your questions directly. They are open about it being a sales position, but you aren't very clear about the terms of the 13 week training program. They do not tell you that the training program is very stressful or that your job is on the line every week basically. Also, the environment can be highly political at times, it's not uncommon to see people in corners talking about others in the office instead of clearing up the issue with the offender first. When people decide to resign, it's also not uncommon for them to make jokes about the person and say unpleasant things about them. Also this is a CHURN AND BURN job, there's a revolving door at Signature, and no one thinks it's a problem that people resign almost bi-weekly from the recruiting team. It's just so unsteady. They lure in college kids with the promise of potential for financial growth- this is very accurate (You can make a lot of $$) However, if money isn't your #1 motivator. It may not be a fit for you

Worked at the client site for eight months, loved the job, schedule, the people, and wasn't far from home. But the management out of LA was never fully in tune with what was accurately happening on site. I was fired from the job after eight months with out any notice because of three infractions: the security managers felt uncomfortable with me being in a classified environment, even though I had my rights restored after I completed my polygraph test; I received a bad review for accidently issuing a token to a customer before forgetting to tell him the token doesn't belong in a classified space, which I personally apologized for and the site lead was notified of; lastly I changed out a work desk that was received even though I had thought my request for a new desk was denied. No one from my office or facilities told me that the old desk was going to be donated, so I took it upon myself tor changing it out. Was never told or had any idea that would upset the client (facilities), even though no one there offered me a helping hand. And just like that, a week later, my tower lead out of LA fired me on a call. I wish that someone told me about that, or to ask for help in changing out the desk. It was quite upsetting as I wanted to serve the client company as professionally as I could. 

Chief of Staff at Wells Fargo – Oct 2014 – Present
Provides in-depth, high level support to the Chief Technology Officer (CTO) within the Foreign Exchange Shared Services Technology Group. This includes but not limited to playing a key role in the monthly forecast process, act as a liaison with finance, manage work effort of others on the team, and provide financial guidance when needed. Also, helps determine strategic planning and monitors key performance indicators for all strategic initiatives/MBOs, as well as coordinates and reports on business objectives. Manages relationships with the LOB business partners, Wholesale Technology Services (WTS) senior leaders, support teams, peers, and managers within the group. Also, serves as a sounding board for individuals seeking CTO approval and/or guidance on a range on issues. Collects data and performs analysis to provide accurate and informative content. Leads and designs key presentation efforts and analysis for CTO. Distributes communications across the vertical on behalf of other WTS groups such as Risk, Finance, and HR.

My biggest gripe with Signature was that i definitely feel lied to. When asked about vacation I was told YEP you get vacation. What about over-time pay? Yep you get over-time...but this job doesn’t usually have OT. It’s just like a a regular job he said right to my face. Well you get vacation...but you don’t get paid. You don’t get paid on holidays. Basically if you don’t work you don’t get paid so take as many days as you can afford! As for over-time, short of the first 3 weeks I worked there I was working over-time. And did I get paid? Sure I got paid STRAIGHT PAY. That’s not OT. OT in a regular job is time and a half. You aren’t considered a full-time employee of Signature so everything you initial in their handbook doesn’t apply to you. They get their commission and you’re thankful to have a job. I made close to 30k in straight OT pay in 6 months if that’s any indication of the amount of money I would have earned if this was indeed just like a  REGULAR JOB. Grateful for the recruiter that found me and the job that resulted in an actual job offer before 9 months before my contract was up. But definitely make sure you ask the specific questions you want truthful answers to.

Good company for comfort and stability

This was a very good company to work for and a greatly positive experience. The one major drawback was that a coworker on my team was frequently unprofessional and lacked knowledge of the job. This coworker was never corrected or called out, even though management was made aware. Salary was extremely stagnant with strict 3% ONLY raises no matter how hard you work. Superstars get 10% 20% or 30% raises. That is what led to unhappiness.

The culture is phenomenal and people are truly helpful and positive and very organized and professional. I was stuck with a bad Apple, and unfortunately for reasons that I do not understand, they did not correct the situation on the team. This will eventually lead to other people wanting to leave the team. It is always better to get rid of a bad apple, or you will watch your best employees leave.

A typical day involved getting various work assignments and distributing it among the NY, LA, and VA office, then distributing the assignments in NY among the other contract hires.  I would then go through the various clients and set up global clients that needed to be setup within BofA's proprietary system.  Whether the clients were new or already set up, I would then add or double check their copper ID's and added various officers when required.  Once all the contract hires completed their assignments, I would then review their work for quality control.  

I learned BofA's proprietary system, CDOT.

My co-workers included other contract hires, with the exception of a hand full of full time employees.  They were all great to work with and I still keep in touch with them.

The hardest part of that job was the beginning while i was learning their system.

The most enjoyable part of that job was the people i worked with.

Gained clear understanding of client’s needs, business culture and strategic objectives.

Handled portfolio of clients in manufacturing, retail, pharmaceutical, and consumer goods

Led and mentored recruiting team of 7

Assessed clients existing infrastructure and technical environments to define an integrated architecture for mobile readiness and deployment

Promoted and sold SAP consulting capabilities

Responsible for branding and marketing DISYS in a new office

Identify business opportunities and partner with Sales, Business Development, and consulting personnel to sell products and services

Gather requirements, scope, and objective from clients based on business needs

Articulate and position full spectrum of services and solutions to key departmental decision makers

Provide leadership and mentoring to inside Business Development and Recruitment teams to train them to be more proficient in selling and delivering excellent solutions for clients

Top Job Titles	Average Salary
Customer service representative 968 salaries reported	$20.69 per hour
Call center representative 201 salaries reported	$20.02 per hour
Data entry clerk 289 salaries reported	$19.44 per hour
Administrative assistant 361 salaries reported	$22.36 per hour
Forklift operator 113 salaries reported	$18.01 per hour

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