outside sales representative

territory sales manager

customer service representative

sales representative

senior software engineer

Heartland

My experience with this company was as a temp to hire employee (which is about the only way a low level employee can get hired by the company as they only direct hire higher level employees). The staffing agencies are hard to work for. (This was my first time working for an employment agency and not being directly hired). They charge excessive fees (like about 60 bucks for a drug test that they do with a drug test kit you can get at the drugstore for 20 bucks and since they probably buy them in bulk they are probably making a huge profit with just the drug test charges alone).Then the staffing agencies try to get you to use their "global cash card" instead of direct deposit so they can make money off of that too. They have t-shirts you can wear to work with their logo but you gotta pay for those too. It seems like the staffing agencies used by the company are extremely greedy and do what ever they can to make money off of low level hard working people trying to make a living. It was NO fun getting paid and then having fees deducted from my paycheck that went to the staffing agency. The company should cover those charges in their contract instead of placing the burden on the temp employees it uses. As a temp employee you have no direct hiring manager or human resources department to go to with questions or concerns. You have to deal with the staffing agency and they have their own agenda which is to make money off of you. It is better in my opinion to be direct hired and get paid for working rather than feeling like you are paying a staffing agency to be employed. 
The company has a lot of nice people working/training there. It is a long arduous process to go from being a temporary employee to a direct hire. They make it harder than it has to be in my opinion. They will say they are all about helping their employees succeed but their actions don't show that. They say they want people who show up on time and are never late but they accommodate people who are late every single day. They say they want people who will work their schedules and follow their break times, etc. but they accommodate people who take extended breaks. They say they don't want you to have your cell phone in the bathroom but people take excessive bathroom breaks just to go in the bathroom and talk and text for long periods of time when they should be in class or on the floor and they accommodate them. They don't accommodate people who try to do everything right and be on time and be a good employee though. I am not judging the people who take extended breaks and all, I am just saying if you can accept that then you should be able to accept other issues. My thinking is if you are going to accommodate all the slackers you should accommodate the ones who want to perform but need a minor accommodation. I would just like to say to all the executives at the company who might read this to not discount the introverts and shy people and people with anxiety/post traumatic stress disorder and other personality traits. There are all kinds of personalities and not everybody is an extrovert and attention seeker and that is OKAY. I guarantee you that the introverts will be the ones working and doing their jobs while the extroverts are in the bathroom talking on their cell phones or taking an extended lunch or goofing off. The introverts will be trying to learn and wanting to learn and wanting to perform as best they can. They may not give 30 minute speeches or want to be managers because they don't like having to hire/fire or discipline people, but they are willing to help their coworkers and willing to help train the new hires who come after them and willing to clean the toilets if need be. Not everybody in this world will be the CEO of a company, but all the different personality types out there bring something to the table and help make a business run and make profit. I have never worked for a company that didn't seem to understand that there are different personalities just like there are different skin colors, ages, races, etc. The company seems to think that to get high performers you need everybody to be a flaming extrovert. That is not true and I know that because I have worked at many different companies with many different people and they all have their talents and different things to offer and they didn't create an environment where you felt pressured into having a fake outgoing personality.
The company needs to do more coaching and helping and less grading and evaluating of new employees. Give them time to progress and develop because the best way to learn is by doing and being coached if you are doing it wrong. "Failing" new hires doesn't help anything. The company also needs to make clear what happens when you fail an evaluation. Will you be let go? Given another chance? If given another chance will you be let go if you fail again? The company also needs to make clear when they will evaluate you and reevaluate you if you fail because what is not important to them is extremely important to the person hoping and wishing and praying to progress to the point of being directly hired by the company. They shouldn't leave new hires hanging waiting for them to come and reevaluate them to know if they will keep their jobs or not. That is another bad thing about working for a temp agency. When you ask questions you don't get answers because they have their own agenda I guess of getting you hired on permanently so they can make money and they don't give you the kind of feedback a direct hiring manager would.
As far as the scheduling and overtime and pay is concerned I don't have any complaints like the previous reviewer. I never worked directly for the company, only for the staffing agency, but I don't have complaints about the pay only the fees they take out. I like shift work and am flexible to work any shift so that doesn't bother me and the thought of being able to work overtime was thrilling to me because at my last jobs you were lucky to get 25 hours a week. Full time jobs are hard to come by and jobs with decent benefits are hard to come by so I was looking forward to that. Being a temp you don't get benefits or overtime but if you "flip" (as they call it) over to the company after several months you get the company benefits which I heard were pretty good. The hard part is getting to the "flip" part because being a temp is hard for the reasons I stated before. You have fees taken out of your paycheck, you don't have a direct hiring manager who works for the company to answer questions, you don't have access to a human resources department to discuss issues that they might just be willing to accommodate, and you don't ever really know what is going on because your agenda, the staffing agency's agenda, and the company agenda are all different.
Pros:
Good trainers, nice coworkers/fellow trainees, nice building, nice desks, nice break room & restrooms, good housekeeping (clean environment), good security, good computers/technology, good caterers for lunch in break room, and hour lunches (except when they are busy you might get 30 minutes but you can have snacks at your desk so that is not a problem).
Cons:
Lack of the company to understand that introverts can be really good employees if they just give them a chance, lack of the company to understand that low level employees live paycheck to paycheck a lot of the time, and they are not well to do like a lot of the executives and department managers, and when you leave them hanging on whether or not they will be fired after a re-evaluation and you take forever to get around to doing the re-evaluation even though that employee is waiting to know whether they will keep their job or not, and whether they will graduate the training class or not, and whether they get to start their regular schedule the next week like their coworkers who passed their evaluation the first time, is torture.
Another con was hearing the employees who have been there awhile talk about how they fire people. I don't have a problem with people being fired if they do the things which the company has told them can get them fired, but my concern was them not clearly stating at what point temps or regular employees can get fired when it comes to their evaluations and re-evaluations. They need to let them know what happens when they fail an evaluation or re-evaluation and if they do fire them do it right away and not when they come back from lunch.

Though there are many, one huge disconnect between Heartland Payment Systems and Global Payments (to which Heartland is a subsidiary) is the fact that employees’ payrolls are frequently skipped.  And it doesn’t stop there.  Employee elected benefits are often improperly submitted to Global.  In my case, I had confirmation of my benefit enrollment well before deadline. Pay was actually deducted from my already lower-than-expected check for benefits.  This was from a direct deposit that followed a missing payroll, leaving me with less income than expected again AND without anticipated health coverage for scheduled appointments I attended.  After spending much time having to contact several people, it seemed Heartland could do nothing until some unknown person at Global responded. This took weeks and much time away from the field to amend, and still never completely resolved. The same scenarios occurred two enrollment periods in a row. 

Missing an expected direct deposit is especially brutal in the life of outside sales reps here. This is a commission-only role, and -ironically- the company offers Payroll plus other business services to local SMB sectors, nationwide. The Payroll Rep sales cycle can be quite long. Therefore, direct deposits are eagerly anticipated and relied upon to be on time. 

Heartland Payment Systems is owned by its larger parent company, Global Payments, which is completely separate yet handles the payroll and benefit enrollments for Heartland.  What this creates for Heartland employees is a very large, unattached, unsympathetic system where individuals' lives may be severely affected when payroll, commissions, and benefits plus elective enrollments are not submitted properly from one company to the other.

When direct deposits do not hit, Heartland blames Global and vice versa until someone makes something happen -or not.  This occurred not once, but several times in my case.  The last occurrence I was told a rush would be placed on submitting the missing direct deposit.  Rushing it for Heartland, as explained by a Regional representative, meant that instead of me having to wait until the NEXT pay period for income that was expected the previous Thursday, I'd have it the following... Tuesday.  

When insisting something had to be done sooner or I’d have automated payments bounce, and would have to make arrangements for expenditures with my kids, the Regional Vice President’s comment was astonishing.  She replied to my plea with, “Do you think this is the right fit for you?”  

I had never worked with or met this person before, and was never asked about bank draft issues or any other mishap this or not having elected and paid-for health coverage may have caused.

I wish I'd known some of this before marketing similar services to my local area for this company.  I hope the knowledge helps you.

Yes I had to pleasure of working with Transfirst and for Transfirst.....
The working with Transfirst as Agent Bank wasn't bad!!
I had a good relationship w/ them. Of course there were some bumps along the way but, no business relationship is perfect..
Unfortunately, There came a change in the business climate and my bank sold off the merchant services to Transfirst. 
I interviewed for a position with T/F and got the job. A week in training and then on the street. In all fairness I had a very good idea of T/F operating systems.
I connected w/ my new T/F Regional Mgr. on the following Monday.
We were to have spent the whole week together .... That never happen (1 1/2 days). Only to be seen one other time in my territory at a bank meeting. Although in the beginning very available to my calls then that fell off.
Monday we would have our weekly mind numbing hour sales meeting. It's main theme was your weekly projections and equipment sales (primarily leases the money maker). There wasn't any real direction given other then sell sell sell and if your existing customer calls refer them to the 800#. You can't be worried about your existing merchant base other than if they were going to give you a referral.
BANK PARTNERS S*ck for the most part. As a bank Rep you were to get 70% of your business for them and if you LUCKY enough to have that type of Partner you had a shot but. most bank partnership in the Northeast it isn't happening. If you received enough referrals then you had to rely that they were qualified and ready to speak with you. NOT SO!!!! Usually the majority would be unqualified !!!! Or you would spend a lot of time chasing them... 
So out of that 70% you would be lucky to get 3 or 4 deals a month leaving you to go out and get other 6 or 7 deals to make you sales quota. If you didn't make you would either be in line for a verbal or written write up (sometimes you wouldn't if you were close). I did have one of the highest self sourcing of deals in our sales group.
After T/F had a re-organization of sales teams I was moved to another team with a few others... what I thought was going to be better was NOT!! The Monday sales meeting were more mind numbing then before.... This manager was new to the position (nice person) and had no clue on managing people. Their stick was this is what I did when I was a Rep and you should do the same. I only saw this person once in my territory!!! Sometimes I don't believe either manager I had really moved out of their home offices (this was a common thought amongst the teams) 
We did have monthly meeting for a while some were good others were not so good. It was at least a day out of field and for some 2 days out of the field (that hurts your numbers). The BEST Meeting is when the big boss called 95% of us ALL LOSERS because we didn't hit are it numbers... That was such a CLASSLESS ACT and have never had a sales boss say we all LOSERS before.....
So in closing working for T/F was a definite MISTAKE!! 
I understand the idea of goals for a sales organization I do!!
I do understand that working with your people not only on the phone but, also working with them in the field especially if they are having a tough go of it is very important to a good working sales team.
You won't for the most part get that from my prospective with this company!!! To me Sales organizations need not only focus on the numbers solely but, teaching working with, on going training both in groups and individuals.
YOU ARE JUST A NUMBER TO THEM AND THEY WILL FIRE YOU IN A HEARTBEAT!!!! SO IF YOU WORK FOR THEM ALWAYS HAVE A PLAN B AND YOUR RESUME UPDATED!!!!!

A typical day at work has changed over the last year. The Atlas system can take over your life and interfere with your productivity as you collect data (uncompensated) for the company. The cost of Atlas has costed sales people in lower margins and all the work you do, you have it on proprietary software, so you get to work hard for free. Those who left the company had worked hard to collect leads and the veterans benefit from high rate of turnover. My manager had/has toxic secrets the co. was/is not aware of as it was/is kept under the radar. Those who knew about it were cronies who benefits from the high rate of turnover, capitalizing on the work those poor souls endured; only to get free leads. There is a game going on. Some very good talent is becoming victims of prey, which is going to cost the co. in the long run because management operates only in the short run. The cronies will never reveal management's toxic secrets because they won't slap the hand that feeds them.
Whenever an organization has a high rate of turn-over, there should be a red flag toward management and HR should investigate vigorously.*** Management should be held accountable for high turn-over--even if their numbers appear to be good, because if they were sober, the good numbers could be excellent. *** Cronies and lower management ought to be given random lie detector tests to reveal whether they know of upper management's toxic secrets of substance abuse. Cronies are afraid of loosing their own jobs so it goes on unreported. This will be the demise of the co. in the long run. The most enjoyable part of the job are the relationships gained with business owners. The hardest part of the job is after you become part of the high turnover, you are forbidden to associate with your clients and are threatened with all legal remedies possible. The company needs to diversify with independent agents for those who prefer being paid 1099. W2 employees cannot deduct expenses. Before you go to work for this co. CHECK with the IRS, a CPA OR A TAX ATTORNEY before you spend a lot of $$ on travel, vehicle, insurance, cellular phone, paper, ink, copies, office, laptops, iPads, etc., because you cannot deduct all that.. if you do and you get an IRS audit--beware!! The IRS WILL FINE, LEVY YOUR BANK ACCOUNTS, BOARD UP YOUR HOUSE, TAKE YOUR ASSETS, ETC. Many accountants and tax preparers are not up to date on current tax laws... It is your responsibility to file your own taxes accurately. Deductions and W2 don't mix...since Atlas, the pay rates have gone down so you spin your wheels, on your dollars for less pay. I learned that management can fabricate things because they can manipulate people and do some unlawful acts under an altered state of mind-- but those people will eventually get caught, cost the company millions in settlements and get huge negative exposure because HR does not have a clue. No one will report the ones who are in full charge of hiring and firing; there is no checks and balances on the actions of managers whatsoever; so you are at the mercy of their whim... And if they have a substance abuse problem; YOU are their victim of their poor decisions and de-motivation... Those are the ones who need to be screened. Risk management needs to focus on those in charge of hiring and firing and HR needs to be more reassuring to people that they will definitely be protected by Whistle Blower Laws for blowing the whistle on those who are doing the wrong thing to many very good people.

Do yourself a favor and keep as far away as possible from Heartland as possible. I tried to put together an organized way to summarize to make it easier for you. Things got drastically worse since they got bought out by Global, especially the HR part. All the positive reviews on this website about Heartland are usually from salaried people who get there fix paychecks on time and sit in a nice office. Not from the sales team like I was at.
Hiring process:
1. Heartland found a legal loophole: It is 100% commission job, and they do your W2 and tax deductions, but they do not even pay you minimum wage.
2. They are not honest with you when hiring. turnover is so huge, that they have to hire on almost anybody, and they will tell you a beautiful story that is simply not true.
3. You will not succeed unless you have real experience already in merchant services, and a big book of business and connections and a network and a pipeline. They do not tell you that either.
On boarding:
1. So you get your offer at Heartland and you are starting on Friday and you quit your old job. You think you have a job??? No!!! for 2 weeks, you are not even legally hired. You need to set up 10 appointments. If you do not manage that, you do not have a job. They don't tell you, but they will send you a 400 dollar check for that 2 weeks either way.
2. My territory manager was more interested to doing his real estate business than coming to my 10 appointments, super unprofessional. At least they let him go a few months later.
Benefits:
1. Benefits only start after 90 days for sales employees, but the regular employees in the offices who are on a nice base salary get it after 30 days. Very very sad....
2. Sales employees do NOT get short term disability insurance, office employees do
3. not great health insurance anyways
4. When I was there, NO ROTH 401k option was offered, they just changed that recently
There Payroll and HR for their employees:
1. - Truly sucks!!!!
2. - I moved so I changed my address in their HR system during my hiring process. But Heartland has a lot of problems with "feeding over data" , if you change your address at one spot in Heartland, don't expect that info to reach Payroll, 401k, or Health insurance providers . etc..
3. -This "feeding over" is constantly a problem at Heartland. That is also what happened when I signed up for the 401K, and because It did not feed over I lost the employer match of my first eligible paycheck.
4. -Another example was when I never got the email to fill out the direct deposit form and they were sending my checks to the wrong place. The HR department takes weeks to get back with you, simply because payroll and HR is run by Global.
5. - Whole Sales Team has the HIGHEST TURNOVER IN THE INDUSTRY, SO OBVIOUSLY FOR THE PAYROLL HR PEOPLE ARE HARD TO KEEP UP WITH IT
6. - I cancelled my contribution to the Employee Stock Purchase Plan, but they still kept deducting.
7. -In one month they forgot to deduct the Health insurance, instead of fixing that next month they deduct double for the Employee Stock Purchase plan.
8. -Sometimes they expect you to pay business expenses from your own pocket, while you are on 100% commission anyways, no mileage reimbursement!!
9. - CONSTANT CHAOS WITH DIRECT DEPOSIT, HEALTH INSURANCE, 401K and EMPLOYEE STOCK PURCHASE PLAN
LOT OF SALES PRESSURE WHEN YOU ARE ON 100 % COMMISSION. YOU HAVE A DAILY CALL WITH YOUR BOSS TO TELL HIM WHAT YOU DID THAT DAY. NO LAPTOP OR PHONE PROVIDED, JUST A USELESS TABLET WITHOUT KEYBOARD. CRM Atlas SUCKS TOO
I could write a whole book, just do yourself a favor and keep as far as possible!!!!

I'd just graduated, and I figured why not give tech support another shot and get rid of my college job. I should have stayed with the college job. I've been much happier since I quit this place. 

In a nutshell:

- They had to sell the job to me during the interview, and I found out why quickly enough. They may tell you that they require a few months of tech support experience and some college (if not a degree) before they'll hire you. Nope, they hire people with barely any work experience. 

- You get reprimanded if you place your phone on hold to go to the bathroom.

- Rules and liberties explained during training are quickly changed once you actually start your job. 

- As a tech support rep, your primary job is to rationalize charges to customers' bills, and explain away the "mystery charges" that many are not made aware of. No joking, we're told to blame these charges on Big Daddy Government and their regulations. Luckily, no customer asked me which regulations, because we're not supplied with any answer to give them. 

- Hiring is a revolving door, with a new team of trainees starting every two or three weeks. You begin to understand the cycle when you notice the veteran employees with years of experience suddenly not showing up to work. 

- Easily enough, if you consistently use the break between phone calls to finish notes, you'll be fired. Even veteran employees will have 3 or 4 tickets open at the same time just to finish notes. 

- Even the most minute aspects of your work ethic will be used against you: your use of "weak" words vs. "strong" words, deviating in any way from the encyclopedia of tech rules that they have, etc. You're basically stressed about losing your job every day you go in. 

- As tech support, you are the switchboard between the customer and every other department. If someone is sales stretched the truth about the contract in any way (which happens regularly), you become the punching bag of that customer until you can get their sales rep on the line - which, good luck with that. 

- If you happen to be one of those completely normal people who doesn't enjoy being yelled at and cussed out, don't worry, your trainer has supplied you with some of the worst reverse psychology ever employed by one person to another. It's your fault if you don't like being cussed out and condescended to by eighty people a day. "You're taking it too personally." (Other places I've worked, if the customer gets nasty, you have the right to correct the situation or hang up the phone.)

- Operations "prides themselves" by working with a skeleton crew, so basically that means when call volume is high, nice little Terror-alert chimes ring off and let you know to work faster than you already are and managers race around the floor like their heads are on fire. 

All in all, I'd urge anybody to stay as far away from this company as possible. This is easily the most stressful job I've ever worked. Employee exploitation is the order of the day with this company. 

As an aside, whether you're an old or new tech support rep, I'd highly advise you to leave the industry. I recently check back with an older company I worked for, only to find out that they're actually paying less than what they were in 2006. Beyond that, I've known people who've spent ten years at one company only to go back to entry level after they got laid off. If you're desperate, even retail will be a better bet for you.

I've worked here for a year..Everything was great to begin with , I had a AMAZING SWEET trainer. After graduation, I was asked to go back in training for another department which was Credit Shop because they were short staffed.. so I was taking TD Bank and Credit Shop in customer service...long story short , they put me out for 2 months WITHOUT PAY AND USED ALL MY PTO INSTEAD OF LOA AND I WASN'T EVEN SICK. Mind you , we only get 80 hours a year, I was hired in November 2019, My PTO was at 0 come March of 2020! HOW???  BUTTTT of course TSYS or shall I say GLOBAL PAYMENTS DOES NOT ACCEPT DR NOTES!!!  My schedule constantly changed. After graduation , I was on the floor for a month taking calls then credit shop training began so I had to go back into training for another month which they changed my schedule, Then after training was finished I went back on the floor and was skilled for both banks. After that, the pandemic came about and the Mcdonough call center was shut down so they had to change my schedule AGAIN! I worked that schedule for a month and they changed my schedule AGAIN to the original schedule due to poor management they made me and my friend go against each other and we had to pick or choose who was going to keep that schedule by the deadline, if we couldn't choose they was going to put us both back to our original schedule WHICH THEY DID. Long story short, they started offering work from home, since they put me out on "MEDICAL " FOR 2 MONTHS , I've asked in March can i work from home, their excuse was " we dont have enough equipment"...months go by THE ENTIRE BAY IS WORKING FROM HOME BUT ME and I've been getting the run around....they basically stated they were sending people home based on quality and adherence. I've asked can I move to 1st or 2nd shift their poor answer was NO because they are UNDERSTAFFED and Credit Shop dont service in the morning in Columbus so i was basically told I will have to move to McDonough to do that shift!!!!????Then i've asked again if I can work from home, their excuse again was I need to work on my adherence but im passing quality with a 99 and the goal each month is a 95. ive had a co worker who took a personal leave for approximately 2-3 months and came back ..She asked if she can work from home or move to 1st shift , they instantly changed her schedule from full time to part time and ignored me and my request when ive been here EVERYDAY plus doing additional overtime on top of mandatory overtime. Then she quit and they offered her WFH right before she left. I can't go to HR to complain because they definitely dont care. It's co workers that have started the same day as me in training, take the same exact bank and have the schedule and are now working from home and yet i haven't been offered the opportunity YET!  WORSE JOB EVER! THEY WILL STRESS YOU OUT, management doesn't like to do their job when it comes down to our card holders, they act like its an issue to ask them a question regarding your job , its just been horrible!!! I've been working 3rd shift for a year straight here and it has not been well at all!! Definitely had to leave. 

I work graveyard shift for their call center. We service customers who participate in the check-cashing program provided by many casinos across the country. We will go over their check-cashing limits and available limits remaining; sometimes we try to resolve issues with cash advance errors either as a result of a system error on the machine or customer-user error not knowing the cash advance procedure. Potential fraudulent activity is always present so certain security measures are in place to verify customers. There are also times when kiosk machines we own go down and we are the first level of technical support to see if the problem can be resolved or if it needs to be escalated to our on-call technician. There is a shift-differential paid to third shift employee which is why I prefer third shift. I also work a second full time job during the day so the third-shift schedule works for me. Benefits are decent with health, dental and vision. Insurance and 401K is also available as an option. Tuition reimbursement is also available for field-related studies.

I have been here for almost 4 years what started off as promising with opportunities for advancement has been relegated now to hiring freezes, short-staffing, and poor communication when new product and/or procedures are implemented. Very little camaraderie among employees as this is a 24-7 call center. No company parties or events where everyone can be at one time. Don't get me wrong, they try with occasional potlucks and management buying food on major holidays and employee appreciation day. Third-shift staff usually wind up with leftovers or food sitting out all day. 90% of everything including any training or procedural changes is communicated via email so you have to stay on top of your messages. We recently had a group of new hires via temp agency but no communication was made to introduce the new employees and I don't even know or met half of the staff we have now. Very little to no personal training; just whatever notes on the emails. 

Turnover for this call center is not as high as other places. No sales or cold calling involved so that's a good thing. And the dress code is a little more relaxed than other office call centers I have worked for. However, the culture and communication between employees and management can be a lot better.

Day starts off with unlimited coffee around the building Mini markets around the call center that can be paid using a card, accessible elevators indoor free Gym open 24/7 with a trainer and showers/ locker rooms , a cafeteria that cooks fresh food and a day care ( not free ) , events such as paid food or desert trucks.
Employee appreciation week where they have stations setup and people around the building get to take an hour out of their day to enjoy them such as video games help the community by taking care of gardens, or installing fire detectors
They offer a free 4 Year Business Degree classes are taken in person at the work building

I learned a very big chunk of what i know in the It field from my 2 postilions such as troubleshooting and or setting up the following  software, windows, SQL, receipt printers, ip printers, installing software, remoteing into customer computers , credit card terminals 
The ins and outs of the payment processing Industry 

Work place culture is by far the best iv'e ever had.
Everyone is as sweet as pie and always has a smile on their face ( it feels like a dream even after 3 years )
management sits down and has 1 on 1s weekly if possible but typically its monthly towards helping you achieve you goals within and even outside of the company 

The three hardest part of the job is that Heartland is a credit card processing company before they are an IT company not necessarily a bad thing ( but im A LOT more untested in the IT aspect of things  rather than payment processing) 
The compensation inst the best and its only fee sable if you work weekends ( they pay you more if you work weekends and after typical call center hours )
The reasoning for the low compensation I think is due to all the extra curricular activities they provide that i mentioned in the first paragraph ( if they cut even half of it the compensation would be great) just my opinion though.

Last but not least the absolute worst thing about working here is the fact that its almost impossible to move up and its about 90% who you know and 10% what you know its almost impossible to get your foot in the building without knowing at least someone that works in the building. ( you would think that beacon of this reason the compensation would be better but I guess not )

One of the enjoyable bits of working at heartland are the events they do they are ok BUT my favorite part are the people/community its the best work environment iv'e ever had, its just that i don't see my self here long term on the salaries they offer.

As early as your first day of training at Tsys Loyalty it becomes obvious that there are simply not enough people working with this part of the company. Training is typically rushed to get warm bodies out onto the floor. The training isn't difficult, however the trainers are under a lot of undue stress because of the frequency of abbreviated classes, and often leaves a distaste in the mouth of new employees who are already uncertain about their career path.

The reason for such a high turn around rate for new hires because less quickly obvious. Loyalty is possibly one of the 'easiest' jobs given that you work frequently with credit card rewards, and you spend 8 hours a day sitting in your own cubical answering the phone to provide awards to customers who frequently use their credit cards. Loyalty answers a multitude of calls for various clients so training on each bank's rules and regulation come through every few days. All in all this sounds like a promising low stress job, right? Unfortunately that's hardly the case. Because TSYS takes such a large variety of clients communication between Loyalty and Client-based Customer Service is sub-par and the biggest communication gap is generally about how to earn or redeem points. The department within TSYS that attempts to address these problems take several months to come to a conclusion about what information needs to be updated leaving the Loyalty representatives several angered customers because they were provided misinformation from Client-based Customer Service.

Furthermore, Loyalty takes such a wide range of clients that our call-service expectations are frequently not met. We simply do not have enough agents working at any given time to take all the calls that are required to meet expectations, and because of a contract signed between Client and Loyalty, we are forced to pay a large fine for every month that we do not meet the required service levels. This does not directly impact pay for the Loyalty representatives, however the stress on management shoulders and the continually shortened lunches lead to an uncomfortable work environment. There have been times when lunch was in fact canceled entirely.

In short, TSYS-Loyalty is a fantastic place to work for roughly six months to a year at most, but much longer than that and the stress becomes overwhelming.

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