inspector

sales representative

quality assurance inspector

technician

project coordinator

Team Industrial Services

When it comes to corporate they are an absolute joke. They are constantly finding new ways to swindle the branches out of money to make their own numbers look good. This is a industrial servicing company, not a bank. Somewhere during the merger with Furmanite, Team Industrial forgot about its roots. Get rid of those unneeded keyboard warriors behind the desk and focus more on your bottom line: your good customers, the field technicians, and salesmen. Without the happiness of those 3 you do not have a company PERIOD! You can not have engineers, managers, data entry personel, and tech support if their is nothing to engineer, no one to manage, no data to input, and no technicians or customers to support. I am not going to get started on the joke of a safety department Team Industrial claims to have. That entire team across the board is a boat anchor on revenue. Team's safety record speaks for itself. That is a direct result of Team pinching pennies when it comes to paying field technicians and salesmen. All the great technicians and salesmen leave and go to a competitor because Team wants to hold out on a few dollars an hour when that technician or salesman is potentially worth hundreds of thousands to millions in annual revenue. Then its like a broken record in monthly meetings: why are we losing revenue, how can we get the great technicians back, where can we cut costs? The solution is also the same broken record: jack the prices up on customers and branches, cut another one of the few benefits the employees still have left; raises, matched 401k, and last but not least bird dog the ever living night out of every last good employee who has stuck around through thick and thin. Here are just a few solutions to some of the problems at team do not bring back the 32 guarantee. My branch has never paid them anyway even before the pandemic hit and the technicians that are worth a dang never need them anyway. Do not keep bad and lazy technicians around just because they never complain. They never complain because they already know they are paid more than they are worth and a raise would require them to work harder and take on more responsibility, which they are not willing to do. Knock them down to level 1 title and take away their trucks until they prove themselves worthy of level 2 status. Once that happens make them level 2 with a raise and a truck IMMEDIATELY. Do not wait around when they are worthy because they can and will find another job. Put the non performing salesmen on a high commission low salary pay scale until they perform at a level that justifies them becoming high salary plus commission that way they aren't just getting to use you for insurance, a free truck, and a company credit card. Fire the the data entry personel that love to make a technicians job harder instead of easier. For the love of all things holy CHILL OUT WITH THE PAPER WORK. A technician and a helper can not perform a job safely and accurately when we he or she has to write a research paper every time they go in the field. If you are set on keeping the paperwork at college level amount because you're covering your behind in the case of an accident then send these safety guys that are SO IMPORTANT in the field to fill out the paperwork as the job is going or if their multiple jobs going send a third technician so the lead tech can serve as the safety man and fill it out the paper work as the level 2 teaches the level 1 what to do and how to do it. Then that kills 2 birds with one stone on building a level 2 into a level 3 technician. Send those that violate common sense safety procedures home for 2 weeks without pay for first offense and fire them for second offense. Fire those in the tech support staff that have nothing to offer but problem scenarios instead of solution scenarios. Reprimand the engineers that keep sending technicians into the field to pull another unneeded measurement just because a data sheet says it is needed when it isn't, and fire the engineers that will flat out not answer the phone, trust me they are in the company. The managers that no one can seem to locate or get in touch with because they are so doing MANAGER things, do I need to say more? Also how many managers do you honestly need? Seriously ask yourself that question. Like I said in the title the most top heavy company that I know of. Like I mentioned earlier, quit running off the great technicians by holding out on a few petty dollars. Customers work with technicians they know and trust not just a warm body because they work for Team. If that great technician leaves there's a good chance that customers future jobs are going with. In the event that a great technician does leave, and good one that replaces him sticks around with less experience; do right by that employee. Do not wait till they get to the point of leveling up and raise time then decide to hire old technicians back for far more money than you should've paid them before they left and leave your ride or die employee high and dry without a raise. That just motivates the good and likely YOUNGER employee to go to the competitor for more money. Then it's just a repeat process. Eventually you're going to have to pay that good younger employee far more money (maybe more than they are worth) to come back after your old great technician retires. My final negative comments are you got service line SPECIALISTS that have NEVER done a hands on job for what they are titled specialized in, you got a safety department that NEVER goes out in the field until something has already gone wrong, you got SOME bad engineers that will use every excuse in the book to not build a clamp, you got a tech support department who's soul purpose in life is to shut a job down. A stopped job equals a loss in revenue. Finally at the top of the ladder you have employees that make so much money that they just simply do not care. They will be the last to go in the case of mass firings, most of them are older and towards the end of their career anyway so they have enough put back they'll be fine if Team goes belly up. They tell everyone in those  investor meetings and calls what they want to hear because they are working on borrowed time anyway because at this rate the future for Team Industrial looks gloomy. Everybody in denial says Team is too big to ever go under. I'm sure everyone has said that who worked for a large corporation that went belly up. I am sure Furmanite said the same thing at one point. Now that the bad has been said here one of the few goods followed by the dirty truth behind it. Because the turnover rate is through the roof at team there is hardly ever a shortage of hours at least at our branch but keep in mind if you are a yes man your life is completely over once they figure it out. Especially if you take pride in your work, they will exploit that to the fullest without ever saying thank you verbally or reflecting it on your hourly pay. They just reward you with more hours and more out of town work. My wife LOVES me being out of town 2 weeks a month with a toddler and a newborn at the house let me tell you about it. With that being said I have averaged 1000 hours of overtime a year since I have been with team in 6+ years. That equates to 60 hours a week all year long, every year, plus per diem. You can do the math on that but lets just say you make $22 an hour, with all the per diem and overtime you'll clear $70k-$80k a year. I know a guy from a different branch that his first year with team was making $16 an hour and he cleared $96k. That equates to just shy of 13 hours a day, 365 days, he was married with kids and got divorced after that year. Most of the field technicians are the only reason this company still floats, the good and great technicians will move heaven and earth to help each other out. That is the only reason I still work here. It has almost a military feel to it like if I don't stand by him nobody will and it is us against the world. We spend more time with each other than we do our own families. When everyone other than field technicians and that unicorn good manager (I've met 1) call it an afternoon at 5:00 or sooner there we are still in the field well past the 12 hour mark only rewarded by getting to do it all over again tomorrow and the day after that and the day after that. If you are under the age of 40 you might as well not start a career here if you are going to the field. You'll burn out before capping out, it is a young mans game.

Wake up early around 5-6am head to the shop, get to the shop, by a specific time and change in our locker area. Look on the board to where we are going to head if we hadn't heard anything the night before.  We would head out to refineries all up and down the East coast. Prepare what we needed for the job and load it onto the trucks by the description on the document that our sales person had filled out. Head to the job once everything is loaded and in uniform. Get to the job, speak to the contact number on the document and let them know that we are there for the job at hand. Fill out paperwork than fix the job in the safest way possible, with a good work ethic and theres always a lead person. After the job is done and to the customers satisfaction. Fill out more paperwork and than head back to the shop. Unloading all equipment and garbage in the trucks and parking the trucks in the back where they belong. Finally going over with head of communications the updated jobs for tomorrow, if there are any. If not we would have to preform shipping and handling work, answer telephones, stock and audit warehouse, fix equipment that had been broken on the jobs or replace, audit trucks and replace any equip or misc. that was used, wash trucks and maintain a good housekeeping when done with all work. All this takes place at the warehouse starting at 8am. Other than all the duties it was a fun place to be around, with a good group of guys to share it with. There was a lot of enjoyable things about working with team, for one they had their own crew room, always packed with sodas and little snacks. It was a good place for the guys to come together and eat lunch a share ideas. The overtime, per diem, nights out of town, training to get certified in another skill,gas to fill trucks, going home with a company truck, was all paid for by the company. It just had a lot of perks with a strict demeanor and once you got the demeanor down you didn't have to worry about much.

To be honest, the work was good but my wife and I are expecting our first child next coming month. So I am in need of something that can become my career. The individuals that I worked with are some what childish but that never kept me from my duties. 
    A tipical day for me would consist of gathering the equipment I am to use for the day. Determine what Unit I will be in for the day to monitor components that could potentialy release emissions. Within the unit there are areas that are split into sub-areas that are given to each technicians via hand held.
   What I have learned from this particular job is,1) Refinery processes crude oil into many different products that we use everyday. 2) The process that each unit conducts to convert crude oil from its original state (i.e. sulfer seperation from crude, to distillation processes, to cracking, and to its movement throughout the refinery). 3) Leak detection from components and reporting the detection to operations to reduce emissions. 4) Understanding the responsability of honesty. 
   Management was not the best due to the fact they, themselves, were never honest.
   Some of my co-workers I could trust to complete a task, others never really cared enough so the ones that would work had to pick up the slack.
   Climbing towers and walking with 20 pounds of equipment on our backs.
    Learning about process technology and gaining the knowledge that I have to further a career.

its a good job. good enough to get your foot in the door with operations and get recognized by the plant personnel, get to meet a lot of new people and actually get to know them. but the management as of right now is poor. things are starting to fall apart and management is losing technicians and having a lot more stress on the techs that are still there working. more responsibilities on top of the very few techs that are there and also the management to try and help pick up the slack. over all id rate this job a 2 out of five but only because it is a good steady job. the pay could be A lot better but its enough to get you by. you will learn a lot on how things work and why you are doing what your doing. the advancement is there with the schooling IF you get sent to it. but other then that theirs absolutely no chance at all to move to higher positions unless somebody quits or gets fired. the pay raises are a dollar sometimes two which aint much. over all with my time being here at this site nobody ever stays long enough. its just a job that nobody likes to do because its so boring. but if you like being by yourself and having nobody bother you for 10 hours a day then this job is a good fit. oh yeah the work you do involves carrying a 25 lb backpack for 8.5 hours a day which aint that bad cause you get used to it after awhile.

My personal opinion of team is a good company to work for but could probably use a little diversity culturally, with training strategies and also in operations, as both a state wide and global competitor. Besides that you couldn't ask for a better company to work for. From my observation stemming down from the branch manager. A sense of good moral conduct, ethics and professionalism was implemented and maintained throughout the building and as well as the field. A typical day at team usually consist of keeping busy, while reading and following company and industry process and procedures to insure the satisfaction of customers product, in which I would say I learned most from team. Being diligent, thorough and to always follow the procedures throughout test and inspections is a very important quality I engraved while working with team, A trait that I would definitely take to any other company if having to work for one. Having a good supporting group of co-workers and responsible employees made the hardest part of job easy, which was finishing a job order properly and on time no matter how big. Which also made it the most enjoyable with everyone pitching doing there part, while enjoying one another's time and workmanship....

Before I was hired at Team Industrial Services I was told what a great place it is and how I would be given all kinds of benefits. No one there gave me instructions as to how to receive benefits. There was a web site I could go on for such benefits, however I was not qualified for these benefits according to the employment criteria. 
I believe it was the job of the administrator and the dispatcher to guide me in these company attributes. For the most part it felt as though I had to pry information out of these persons. I received more information from coworkers than from those that should have been giving the needed information. When I asked my coworkers about these employees that worked in the front office I was told very negative things about them. 
I noticed that the bulk of the employees there were young and inexperienced. It seemed after they received training and experience, they left and found another job within the same field. 
I believe Team is a good company, however this particular office has problems. I'm willing to bet it is with a few key employees. Being a person of experience and good reputation I felt it best to terminate my employment there. I wish everyone at Team Industrial Services the best. There are some good quality people there and I hope everything works out well for them.

There is work and people who want to work.  The stock has gone down because the company has kicked out most of its good people. Most of the things are outsourced. WHY??? is this how you make money?? This is lazy work or over greediness. the core management principle is wrong. 
If a manager does not know how to run their "machinery" they are not qualified to be a manager. If an engineering manager does not understand when or when not to keep strong backs or corner bolts, you are unqualified to become a VP or manager. When people have given their life by working nights for years, you do not let them go. Listen to what they are asking. The management policy is wrong. There is not humanity in the management. When some resigns, if the manager is angry, they let them go early as if they were fired. the management robs off the integrity of people. They do not give reference to people who have given 2 week notice also. The company is vengeful. It takes revenge on you. All in all, this is the worst place I have worked.

Work is what is expected, for those who know what the industry is about.  For those who don't know about the company or industry...typical workdays are 10-12 hours of on site time doing the job assigned for that day.  Work conditions vary greatly depending on the job/location.  While with the company, aside from my schooling, I have learned a great deal that wasn't taught in school...real world type of things.  As far as management and my co-workers, everybody is open and always willing to help when needed.  Management has an open door policy to discuss issues as well as being available to you when you are on a job after hours.
Knowing the industry that I'm in and what is expected, I can't really say that there is a hardest part of the job.  I could be doing the same type of inspection at the same location and if the part being inspected has a bit of a variance it could change the whole "ease" of the inspection.  
The job does have its rewards...the enjoyable part...knowing that you completed an inspection and YOU give it YOUR approval that it meets code and is deemed safe for use per the code.

The wages were fair for the industry, but overtime opportunities were limited at best. The culture was strange due to the sycophantic nature of the employees brought about by the extremely overbearing manager. An individual constantly looking for a gripe will always find one, so, the longer tenured employees know the best way to direct this onslaught away from themselves is to nitpick anything (and everything) done by the newer employees, rather than offer assistance or guidance. They preach integrity, but cause problems for you if you find too many leaks. May be endemic in the LDAR industry due to tight profit margins the manager must constantly watch coupled with the fact that one doing their job more effectively than the competition causes a direct increase in cost to the customer, thus incentivising wrong doing on the part of the technician.

I've been with TEAM for 4yrs. They work their favorites for the better jobs in the advanced group. Poor communication from the Superior and most of the tecks tell the supervisor what they will and won't do in reference to taking a job. They have the attitude of you will not do nothing to me because I'm one of your favorites. They discrimate alot! Watch out if you work there. Poor support from management, training sucks, hardly no hours unless your a faverote and if you are working with someone you will witness the poor work ethics, inconstiantice among tecks and THEY ALWAYS  OVER BILL THE CLIENT. So if you hire TEAM for a job, watch what you sign. They will stack on the hours. I've seen alot out there. Poorley written JSA, they don't care as long as the client signs. THEY MISS INDICATIONS don't calibrate equipment after lunch, take 2 hr lunches, they spend more time in the truck than working. I can go on and on. I don't like the dishonest of the company. All I can say is be ware!

Top Job Titles	Average Salary
Inspector 4 salaries reported	$47.00 per hour
Sales representative 2 salaries reported	$111,112 per year
Quality assurance inspector 1 salary reported	$70,000 per year
Technician 1 salary reported	$16.50 per hour
Project coordinator 1 salary reported	$62,000 per year

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