software engineer

data scientist

account executive

vice president

site reliability engineer

Equifax

Their expectations of you are not realistic compared to the compensation afforded you. Metrics are VERY stringent. But, although they have metrics for QUANTITY and QUALITY, it appears that quantity WAY outweighs quality. In other words, if you meet or exceed the number of calls/hour, the quality of your calls can be below average, causing the SAME call to have to be repeated 2-3 more times in order to close it out, you will still excel. Apparently, being thorough and providing outstanding Customer Service means NOTHING, and will actually do harm to your numbers! So, if you are lazy and don’t want to follow their script or guidelines about what you must do to satisfy the customer’s needs, but are “quick on the draw,” this is the job for you. Don't worry, if your calls/hour meet or exceed they will NEVER monitor your calls to see if you are ALSO meeting the quality metrics! They also promote people to management/supervisory/lead positions who have no idea how to perform in that type of role, NOR can they speak, read and/or write proper English. Very discouraging for a subordinate who is average to above-average intelligence, as you are subjected to these "people of power" that can't even spell! To me, that is a basic skill that EVERYONE working in a professional white-collar environment should possess. Where are the metrics for that particular skill?? In addition, it seems these same higher-ups constantly appear to be doing nothing but attending incessant no-results meetings, chit-chatting with their cronies/friends - in person or MOST OFTEN on their cellphones, chain-smoking in the smoking area, leisurely strolling around the parking lot or just plain doing NOTHING AT ALL!! All of this while you are allowed a 30-minute lunch break, ONE 10-minute break per day, and only 20 minutes of extra restroom/drink/etc. time - WHICH INCLUDES the ONE 10-minute break. They make attempts to act like it is a "family-type" atmosphere. Examples:  1) Asking for your input when they ALREADY KNOW what the decision/outcome is in order to make it appear they care about your opinion; 2) Always telling you that if you have a problem/concern to feel free to come to them, BUT when you do, you will be labeled a pot-stirrer, malcontent, rabble-rouser, complainer, etc., and getting rid of you will constantly be at the forefront of their minds. Family? Dysfunctional family, yes. They lie to you and are very sneaky and underhanded about nearly everything - even HR! I do understand their constant battle cry of providing excellent customer service – what company doesn’t have the same goal? But, when they begin trying to rally you by telling you that you are providing a better life, etc., for average Joe America when all the while they are conspiring to rid themselves of you and strip YOU of a better life  …  Does that sound like a 4 to 5-Star employer to you? Absolutely NOT to me!!

The temp agency and Equifax have been working together for so long that they don't hear what we, the people that actually keep this place running, has to say. There is a lot of favoritism here, hints the people that recieve incentives every month are the same people, with one or two lucky new people to recieve it every few months. They are able to keep their incentives every month and their high production scores because they are trained in other areas that most of the department isn't. There are temps that have been here for 5+ years, but those are the favorites. There is only a handful of full-time workers here so if you're looking for a permanent position, chances are slim. I've seen a lot of new faces in the past year of working here. The turnover rate is horrible. People have been dying off from Equifax like the plague. The job gets boring. The leads are on youtube when form volumes are high or too busy trying to watch the employee's every move, when they should be helping the processors if they don't have anything else to do. If there's a question or issue, they want you to speak to your team lead first, but the team leads don't respond to emails and the assistant manager doesn't care. During the holidays you'll be bumped down to part-time hours because the volume is low. Be prepared to get sent home early A LOT. The temp agency tells you to be available for an 8 hr shift BETWEEN Xam-Xpm, but I guess Equifax thinks you are supposed to work a 13 hour shift if volume is high. If you have a child/children, make sure you have someone who can watch your child/children 24 hours a day. As a matter of fact, you might as well give your child up for adoption working here. I, personally, don't have a problem helping out where needed, but when your team lead won't email you or stop by your desk until 10-15 min. before your shift ends to ask if you will stay later, it's a problem. That is not enough time to try and make arrangements, but they still expect you to stay. You'll become a favorite here as long as you're hitting incentive, but be careful who you talk to because if the co-worker you associate with isn't a favorite, you'll notice changes in their (management's) attitudes towards you. The best thing for you to do working here is keep to yourself, don't make any friends, and hold your bladder all day to make sure you hit your weekly goal. Unfortunately, even then they'll still find something to pick on.

This job started out as a good experience but died slowly. This company has shown their true colors during the pandemic.They are requiring their workers to work during the pandemic in the office. They are using the reason as as access to sensitive information but all workers are required to carry laptops to and from the job so they have the access at home to this information during their off hours as well as when they all worked from home during bad weather or for illness or for a car issue. Word is that this goes back to promises made to shareholders during their security breach. Not until the pandemic happened did they put in a no work from home policy effective immediately. There are a number of people that work from home that still have access to sensitive information, it just doesn't apply to them. Just when you think your company will ensure you are safe, a pandemic comes along and proves you wrong. 2 positive tests and they still kept people in the building until absences came in left and right. They finally decided they better open one of their other buildings since they have 3 and were cramming 250 people in a building. So they were forced to open a small section and spaced people out. The point is, when you hear your replaceable in corporations, it is true but sometimes corporations decide to do the right thing. This one did not. There are enough jobs out there to find one where your life won't be in jeopardy and that of your families.If you are going to apply for a job there, ask about their procedure during the pandemic and if your access will keep you from being safe at home because it is not worth sitting next to someone and getting sick and make sure you get good money. Let them offer first and keep this story in mind before you make a decision.

As a fulfillment analyst, the typical day began and ended the same way, processing large batches of credit data through IBM or Linux systems, generating visualizations of trended data, and returning this data to the clients. There was plenty of support from your coworkers, team leads, and management, and the work was challenging. However, there was a lot of pressure from the sales force to deliver data using systems and models that were not ready for production based on promises made to clients that were wholly unrealistic. If the data returned was erroneous because the models had not been properly validated by another department that was unwilling to communicate with the outside, the FA could and would be held at fault. Fortunately, this was not a common occurrence, as QC and QA procedures were very tight across the whole organization. Institutional inertia could be challenging because there was pressure to migrate programs to newer platforms while maintaining timetables. Often because of the effort required to migrate, the sentiment was to not fix was wasn't broken, but migration was a component of job responsibility.

Overall, it was a good company to work for. They looked after the employees and you had to make serious and repeated errors to be released. However, they are continuing to embrace newer, more automated technologies that will allow higher volumes with fewer workers, so job security is not great.

When I started with Equifax 8 years ago, it was with a company that they had recently bought out called TALX. I started with a part time position and had better and more affordable health insurance than I have now as a full-time employee. The overall benefits are being reduced every year and the burden is being transitioned to the employees. Following the 2017 security hack, the company brought in new senior leadership who wanted to impose sweeping changes (which were obviously needed). The new leadership started bringing in their friends who were all terminated from Bank of America at the same time. They started bringing in all of their buddies to fill positions that they are unfamiliar and unqualified for. Anyone that didn't fall into line were summarily fired. There are ongoing waves of firings that include some of the best and most qualified employees. The current management doesn't have a clue how things functioned before them, only that they get credit for anything that sounds like a good idea. We've lost a lot of people because management keeps getting rid of people, wants more work to be done, but doesn't hire more people to do it. The work/life balance was terrible before, but at least you didn't have the threat of being summarily terminated hanging over your head. 

This is a company that brought in management that Bank of America didn't want to clean up their public image. This should tell you all that you need.

Interview process was smooth, even though I got calls from 3 different departments. BUT the actual role was so unnecessary and filled with a bunch of people who literally made up the rules as the went. No real sense of direction. New talking points everyday, micro-managers who needed leadership training, and your only task (in my department at least) was refer callers to the company website for service. You could literally ask 3 reps on the floor the same question and get 6 different answers, not kidding. Turnover is high bc the reps are miserable. Yes there’s opportunities for advancement, but the higher you go the more BS to put up with. Basically, if you’re looking for an opportunity to feel important, then this is the perfect place for you. Or if you want to practice being professional for another company. I was told that my calls were too long and I was being too nice to callers. It was considered a breach of security if you did not have the callers restate their information in the QA format, even if they said/answered everything you needed to know. It’s a website, they have to check those boxes just so you can refer them back to the website. Leadership positions are outsourced, so you can move up and become another rep but nothing more. 

I have worked here for about 7 years (started on a contract and hired fulltime later). I have been there longer than the VP in the building, HR, all 3 directors and a good amount of managers. Everytime a new member of this group comes in they try to change everything without building on the route they were already going down. They would rather hire on from outside than internally promote their staff into management positions. Recently they have made a move to try and hire college level candidates or those with lots of customer experience, but if you are applying for something less than management:  this is an entry level call center job. It's easy as long as you understand computers a little bit and are comfortable on the phone. If you are in college, they do accept hires just for the summer... we do have benefits that help with college/textbooks and they do now offer part time.  The benefits are good and generally they recognize the good work their staff does. The appreciation has decreased with the pandemic and admittedly they have not handled that well. If you are looking for just an easy, repetitive job this is for you. If you are looking to build a career, you will find it more difficult to move past a call agent unless you are hired as a manager.  It's a good foot in the door to gain some office/call center experience.

I have been around since the breach and had perfect scores and highest bonuses until this past year when 4200 were basically forced out, all the CTE's were let go and many Mainline Program and Project Managers were asked to convert to CTE's under Ranstadt and a lot of people on PIP's for charges that were false - not just 1 or 2 but 100's.  Main problem is that 9 M&A's were done the past 3 years and they have laid off NO ONE from those companies and they have all brought in this bad HP Management culture from people who are more into playing politics and less on delivering results, products or real financial targets.   All they can propose is cuts to aspire to buy tech and ideas at other M&A targets to cover themselves.  I do NOT see it getting better and the past year since SEPT 2022 it has gone rapidly downhill.  When I joined in 2017 after the breach I was inspired, had purpose and hired many that brought a great attitude.  That has changed with the re-org's and M&A's into a bad org that is more concerned about DEI than actual results and when you are a P4 and get chewed out for not hiring more diverse candidates and letting FTE's that are over 50 who are strategic resources and produce constantly stay than that gives you an idea of what you will see.

A typical workday would include me doing research for their marketing team and creating new ways to communicate their business to business data aggregation technology to their customers. 

I learned how to translate complex solutions into non-technological terms that can be understood by clients. This would result in the creation of new decks for our team. 

The management was nothing less than spectacular. My manager has taught me different ways to think about solutions and is now a close friend of mine that I can reach out to for anything. 

The workplace culture was very "traditional," but affective. Everyone on our team seemed to be on the same wavelength when it came to work, which made integrating me into their workflow a new challenge. We would also have a conference meeting every week to followup and discuss what each one of us had to do that week, which was really nice. Being a part of this conference itself taught me a lot during my time at Equifax. 

The most challenging part of the job was figuring out where to start and figuring out what I had access to. It was also challenging to make our presentations look modern while keeping it professional.

The most enjoyable part of the job was being able to express my ideas with high-level coworkers and hearing their honest feedback. I felt just as important to their team as their coworkers who have been there for 10+ years.

•	Performed month-end close procedures by calculating accrual estimates, revenue adjustments, quarter-end / year-end true ups and supervised billing department; reviewed two staff accountants responsible for affiliate billing, special projects, adjustments and journal entries.
•	Managed all areas of the revenue-sharing process to ensure that Equifax and system affiliates were properly compensated based on file ownership. Recorded the monthly affiliate revenues and expenses. Prepared the monthly revenue sharing, affiliate, and mortgage financial reporting.
•	Reviewed the Affiliates Contract, prepared memos and a PowerPoint presentation to management showing the proper method of revenue sharing which saved the company over one million dollars annually. Notified subsidiaries and prepared monthly spreadsheets documenting savings.
•	Designed, prepared, and presented the new reconciliation template used by Equifax for all financial account reconciliations. Designed the price-volume Access database.
•	Designed, tracked, and reconciled subscription accounts for Equifax’s small business exchange contributing annual revenue over $40 million to meet new Sarbanes Oxley standards. Reviewed all contracts and determined proper allocation rates for proper revenue recognition.

Top Job Titles	Average Salary
Software engineer 15 salaries reported	$124,067 per year
Data scientist 5 salaries reported	$109,600 per year
Account executive 9 salaries reported	$102,222 per year
Vice president 5 salaries reported	$203,000 per year
Site reliability engineer 4 salaries reported	$156,250 per year

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