software engineer

product support

senior software engineer

retail solutions consultant

account executive

- Management has allowed talent development teams to treat our learning experience designers as mindless robots that are primarily requested to “make things look pretty” rather than to provide learning design expertise and consultation throughout the development process as the role was actually intended. Nothing has been done to improve how our team is utilized and management continues to give us lip service. 

- Almost all of our training focuses on sharing knowledge and information rather than improving skills. Putting dry information in a “pretty” PDF or in a fancy webpage with pop-up screens will do little to help internalize what is being learned. Our talent development team should be relied upon to provide rich opportunities for learners to practice and apply critical skills, and we should not be focusing 90% of our energy on developing reading material in different ways.

- We are paying for but are not adequately using platform subscriptions that would allow us to develop interactive and personalized online training with branching scenarios, quizzes, learner feedback, and reporting to track success. Instead, management is satisfied with primarily relying on dull PowerPoint decks, lengthy job aid documentation, and very expensive web design tools that are intended mainly for marketing but not training. 

- Regardless of the false impressions that management tries to maintain about being supportive, not everyone’s voices are heard and respected equally on the team. If no one else voices the same concern, you are simply told to be quiet and just deal with it. 

- 1-on-1 weekly meetings with management are intended to focus on providing you with the necessary support to be successful. However, mine went from starting 3-5 minutes late with some advance notice, to 10-15 minutes late with no notice and no apology. Many of these meetings were often rescheduled multiple times within the same week. It was evident after a while that these meetings were seen as an inconvenience and our discussions were not taken seriously.

- Senior leadership insists on becoming involved very late in the design and development of management training. This can often lead to rushed and massive amounts of revision and redesign work that turns into a chaotic process to meet the deadline. This is analogous to having construction workers waste time building a home without an approved set of blueprints and a proper construction supervisor. Then when they finally get the blueprints and a supervisor, they realize the entire house was been built incorrectly and has to be torn down and rebuilt with only a few days remaining. So everyone chaotically rushes to do each other’s jobs (e.g., painters doing plumbing) while playing the broken telephone game without any time left for quality checks. 

- Management incorrectly assumes the chaos from last minute large scale revisions is reflective of an agile approach, when in fact the agile framework still requires advance planning that effectively prevents chaotic large scale changes from happening so close to the deadline. Given the risks associated with formal reviews that leadership expects very late in the development process, more advanced online training experiences cannot be successfully implemented until we use a more thoughtful approach to how we iterate and project manage.  

- Management is more concerned with making leadership happy and oddly insists on waiting for problematic projects to end before finally speaking up to address barriers that impede the success of our team. So rather than being proactive in addressing concerns when they occur, the vicious cycle continues from one project to the next. 

- I decided to leave the role as a result of being underutilized and unfulfilled professionally while also not having a voice. My projects primarily involved developing slide decks and job aids rather than more interactive and engaging learning experiences as I was originally told. Ironically, my predecessor was replaced because management felt she did not have the skills needed for developing the type of training they needed (though I suspect she too was unhappy). When management dragged their feet in addressing my concerns after months of the same conversation, I met with her to give my notice in a calm manner. Rather than showing respect for my decision, she burst into a temper tantrum and proceeded to criticize me by listing her opinions on why I was not cut out to “thrive” at UKG (one of which had to do with her perceptions of previous Fortune 100 companies I worked for). I was taken aback by her behavior and felt unsafe. But this further justified my reasons for leaving the role. 

So much for the UKG motto, “people are our purpose.”

As a Customer Success Manager (CSM) at UKG, my experience has been largely positive which includes a supportive work environment, a strong company culture, and a commitment to growth. Key aspects of my time at UKG:

1. Company Culture: Despite the changes, UKG is a people-first culture!  My manager encourages a work-life balance, and the company actively promotes a healthy work environment. Team collaboration is encouraged, and there’s a strong sense of community among colleagues.

2. Professional Development: UKG invests in its employees’ growth. As a CSM, I have had access to various training programs and resources that have helped me enhance my skills and knowledge in customer relationship management and product expertise. My leadership is approachable and genuinely interested in my growth.

3. Work Responsibilities: The role of a CSM at UKG is dynamic and engaging. Despite the rocky transition from ERM to CSM, I am enjoying the new normal.  I work closely with internal teams and customers to help them maximize the value of UKG’s solutions. This involves regular check-ins, training sessions, and strategic planning to ensure customer satisfaction and retention. The work can be challenging, but it is also rewarding to see clients succeed with our products.

4. Tools and Resources: UKG provides its CSMs with robust tools and resources to manage customer accounts effectively.  This support enables me to focus more on building relationships rather than getting bogged down by administrative tasks.  Sometimes the tools are overwhelming, but overall helpful.

5. Challenges: The fast-paced nature of the industry means that priorities can shift quickly, and managing multiple accounts can sometimes feel overwhelming. However, the support from my team and management helps mitigate these pressures.

6. Compensation and Benefits: UKG offers highly competitive compensation packages, including bonuses based on performance. The benefits are comprehensive, covering health, wellness, and retirement plans, which adds to the overall job satisfaction.

Conclusion: Overall, working as a Customer Success Manager at UKG has been a fulfilling experience. The company’s commitment to its employees and customers creates a positive atmosphere that fosters growth and success. While there are challenges inherent in the role, the support and resources available make it a great place to build a career in customer success. I would recommend UKG to anyone looking for a rewarding position in a company that values its people.

My experience at UKG was ultimately disappointing due to several structural and cultural issues that made it difficult to thrive or deliver meaningful impact. While the company has strong market visibility, the internal environment did not reflect the values or stability I expected.
Leadership at the highest levels lacked consistency and people‑centric focus. Strategic decisions appeared driven primarily by financial objectives and the pursuit of going public, often at the expense of employee well‑being and organizational continuity. This created a sense that people were expendable when cost‑cutting was required, which significantly affected morale and trust.
From a technology and innovation standpoint, there was a noticeable gap between vision and execution. Although AI was frequently discussed at the executive level, there was no clear enterprise or product‑level strategy to support meaningful adoption. This disconnect created confusion and limited the ability of teams to move forward with confidence.
Mid‑level management operated in a climate of uncertainty, often hesitant to provide direction or push back on unrealistic expectations. This resulted in unclear priorities, inconsistent communication, and a lack of support for teams trying to deliver quality work.
The culture itself felt fragmented and competitive in ways that were counterproductive. Collaboration was limited, and employees often felt they needed to compete for visibility rather than work together toward shared goals. The camaraderie and team‑oriented spirit that once defined UKG no longer seemed present.
Overall, the company I joined was not the company I found once inside. While there were talented individuals doing their best, the broader leadership approach, cultural shifts, and lack of strategic clarity made the experience far less positive than anticipated.

Daily: Monitor and maintain chemical and sanitation supplies inventory 
Coordinate and assign tasks to sanitation associates required to achieve a clean and sanitary room ready for production as scheduled 
Make sure that the equipment is clean, sanitary and in good operational condition 
Evaluate and tag unsanitary or non-conforming production equipment from being used 
Communicate equipment and cleaning tool malfunctions to maintenance  
Weekly: Order sanitation and housekeeping chemicals and supplies  
Coordinate the weekend cleaning of areas and equipments with maintenance and department managers  
Document and process personal day offs and vacations of sanitation associates through  department manager
Track and verify  sanitation associates regular worked hours and over time per company policy in Kronos 
Review and communicate potential overtime according to production schedule to supervisor for approval 
Review and verify Sanitation hours per Weekly Plant Hours Report  
Food Safety and Personal Safety Trainings 
Monthly/As needed: 
Pest Control Inspection, plant GMP audits  
Weekly: Assist with resolving pest control sanitation audit opportunities and  microbiological concerns  
Assist with ensuring successful implementation of corrective actions from facility microbiological concerns, GMP and pest control audits 
Assist with reviews and updates to equipment cleaning procedure 
Assist with sanitation document preparation during plant audits  

2. To always keep a professional attitude ,Courtesy  dignity, Respect, and to lead by example

3Management.
Hold meetings communicate , come up with ideas to better improve sanitation and sanitation department
 Implement training on standards of conducts and making sure that all sanitation employees are trained on how to work in a safe and proper manner. 
Ensure sanitation associates are properly trained on cleaning and sanitizing of equipment/area prior to being assigned to applicable equipment 
Coordinate training of associates on required company policies and safety procedures with department manager and Human Resources

4 Co-workers . Open communications, support and give directives

5 Hard part of my day. Going home because I love what I do so everyday is a good day.

6. Developing people help them to succeed , reaching all goals and expectations , Being part of the company success story.

Let me start by saying how much I love US!  Although I fear that we are straying farther and farther away from the People First motto that we have traditionally strived to maintain.  Our HR team truly cares about US and all our UltiPeeps.  However, they are more loyal to Managers than they are for level 1 employees.  There is a lot of inequality within the organization and if the EEOC decided to audit the organization, I have a feeling there would be some concerns.

From the recruitment side, I have had referral candidates tell me that they no longer have an interest to work with US due to bad experiences throughout the recruitment process.  Recruiters do not communicate with rejected candidates and are not honest with their feedback.  The People First culture should start with the recruitment process and who knows who those undesirable candidates know out there in the world.  We want to always feel proud of our organization, no matter who we talk to and this type of experience is disheartening.

Internal politics and favortism hinders the organization.  Those who are friends or friends of friends etc with upper management usually get ahead over and beyond those who may be more if not much more qualified.  This usually happens more with more seniored upper level management who have been around almost since we were founded.  There is a level of entitlement and a feeling of being invinsible.  This trickles down and creates bad employee morale.  The performance review system is way too subjective.  This type of subjectivity should not exist in any workforce today.  HR has come a long way from Personnel and we need to adopt more of the HR side of the spectrum on this.

Overall, we are a great company but unless we hear this type of feedback and unless it is truly heard, I fear we may be going down the wrong path and eventually, it will be too late to make the changes that are needed.  I hope this is heard and that we make our company even better.

Ultimate Software prides themselves in being a TOP company to work for, in fact they have won many awards. While I did have (mostly) a great experience working for them, I do have some criticism that I hope if head honchos there see it can bring into account and deal with it.

#1 - They hire too many young people. Sorry, but young people might be full of energy, new ideas, great new skills of the latest technologies right out of school...BUT THEY ARE INEXPERIENCED IN LIFE SKILLS. As such the people that hired me (much older than them) did not pay enough attention to who they were hiring and the existing skills I had...they were too hopeful that I had the skills given 33+ years of experience. Unfortunately they expected me to come up to speed on too many new technologies too quickly (in 4 weeks rather than the 8 it actually took me).

#2 - Like nearly all corporations - They have bought into the globalist agenda of everybody must think alike and follow blindly the Politically Correct and Actually Incorrect agenda of the corrupt world leaders. So much so that they actually block out web sites that post real news (line Rense.com) while allowing you to view websites that post fake brainwashing news (like CNN, MSNBC, etc)

Anyway Ultimate Software was very good to me in many ways. They have very nice office space. Lots of great technology to work on and with. Great compensation. Lovely people. Flexible work schedule and the ability to work remotely.

Overall you could do much worse than this company. I only hope the young people there wake up to what is really going on in the world and help make this corporation stand up to the true corruption in the world and really earn their pride in their company.

This company is an amazing place to work at. Our culture is absolutely priceless, we are a family, we care about each other, our communities and give back every chance we get. My role allows me to work remotely and that gives me the flexibility I need to have a balance between work and my personal life. 
Ultimate Software makes it very known that YOU are a part of something special, you are valued and respected for who you are and your opinions as well as ideas matter. I feel inspired and encouraged to be the best version of myself every day, from my peers to leadership, with a constant opportunity to grow and develop professionally and personally. 
And who said you can't have fun at work? Not this company, that's for sure! We are encouraged to make sure and take the necessary breaks, touch base with our peers and leadership, we are offered anything from yoga, games to meditation, because this company knows that if the employees feel great, they will do great (if you're in the office, you can play ping pong, Foosball etc). We also have many communities of interest  and sports teams you can join.
Did I mention the benefits? 100% employer paid health insurance for you and your family, 401k at a 45% employer match...? No, really! This company takes great care of you and your family and these are just the two benefits I mention from the top of my head...

All in all, I feel very fortunate and proud to work at Ultimate Software and if you get the chance to work here, you will know exactly what I mean and how incredible this company is. 

Good luck to all new applicants and hope we get to meet you one day!

This is an excellent company to work for.  Ultimate software has and continues to treat their employees like gold so to speak.  Over the years I've made myself a valuable asset to the team by gathering knowledge and through excellent training from the management team in my dept.  I came in with no experiance and no knowledge of any software or applications the company dealt with.  A typical day at work for me is simply getting through as many tickets as possible.  Such as setting up security roles for clients, adding users for certain security roles for clients, setting up company active directories and whatnot.  I can discuss more specifics when the time comes for an interview.  The hardest part of the job is meeting deadlines for important or VIP clients.  Which I'm able to handle as my supervisors can attest.  Any ticket thrown my way on short notice I take it on with no questions asked.  The most enjoyable part of my job, however, is knocking down our queue to make room for fresh new business clients.  Also the occasional company luncheon and breakfast once a month.  However, I've missed out on a lot of those since I started working from home 2 years ago.  It's good to know we have a CEO that appreciates our employees as it extends to the higher ups and below.

The company is great and compensation is true to your experience and title. The benefits are fantastic, but the experience and feel of being in the office isn't worth it. The management for the office location I was at was very poor. You're not promoted or considered unless you've worked with the person before or know them personally. I walked in that office everyday for a year and a half with a smile on my face, but always left at the end of the day saddened and uncomfortable of being there. I always felt unaccepted and an outcast, no matter how nice and friendly I was. No one will help you, everyone is there to help themselves succeed rather than work as a team to make each other and the company grow. The new manager of my department obviously never accepted me because apparently I didn't "mingle" enough. When I expressed my feelings and concern to the Director of the department at the time, he had the audacity to say that I was the issue (he's no longer there as well). I was then let go a month later. To this day, some of the people in that department are not being treated the way they should (favoritism from the new manager). Overall, I'm so glad that I was let go. My happiness and health is way too important. The VP's and CEO will need to reevaluate the work ethics of this office and pay closer attention to their employees. They are wolves is sheep's clothing.

Very little training for contractors. We were trained for 8 days total and dropped on the phones. It's a bit confusing when you are tasked with assisting customers with topics that you are not properly trained   in. Whenever you reach out to co-workers via chat, it takes forever for most to respond. When they do respond the information provided is questionable because you receive multiple answers. If you are not comfortable with researching on your own time to find answers; I wouldn't suggest applying for this company. Upon the initial interview and training they attempt to make the company more appealing than it actually is. They offer free health insurance as a perk for Full Time employees but that's the only thing that may be considered "great" about this company. Our supervisor was in another state and barely acknowledged us which was a major concern. We were definitely treated like unwanted step-children. Furthermore, the assignment ended 1 month before the discussed end date. I think the CEO may have good intentions for his employees however, I don't believe it's being projected down the corporate ladder. The manner that Ultimate's temps were treated does not reflect "People First"  to be a truthful statement.

Top Job Titles	Average Salary
Software engineer 95 salaries reported	$183,233 per year
Product support 5 salaries reported	$55,760 per year
Senior software engineer 41 salaries reported	$130,638 per year
Retail solutions consultant 11 salaries reported	$82,745 per year
Account executive 78 salaries reported	$96,859 per year

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