IT department out of control - Recensione dipendente - Dipendente anonimo presso TTX

1,0
19 lug 2013
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Excellent benefits package, good salary, our own fitness center, new offices.

Svantaggi

This IT department is out of control. Everybody is in a panic all the time and that really wears on you after a while. We get requests from too many people - managers, tech leads, project managers, business analysts, release managers, and users. Everybody's request is always urgent and top priority. Expectations for workload and deadlines are not realistic. Our software for doing tickets, change orders, and release management is frustrating and time consuming to use. We have too many consultants and much of the code we receive from them is undocumented, unmaintainable junk. There are nonstop production fires because of past botched work. We get bullied and often unfairly blamed by management of other departments and our managers won't stand up to them. Our managers criticize us in front of others.

Esplora altre recensioni su TTX

5,0
5 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

TBD this is all very new

Svantaggi

None so far, everyone is polite. If you have to throw rocks, rail equipment does not go into a shop / under a roof much. You better be able to tolerate a bit of weather. Not so much a con as a fact.

3,0
9 giu 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

TTX has real upsides if you fit the profile. It’s stable, recession-resistant (railcar leasing doesn’t evaporate in a downturn), and mid-career lateral hires can land meaningful compensation bumps. The perks are legitimate.

Svantaggi

The cons are harder to ignore. Comp sits below market median. Benefits have quietly eroded — the no-premium healthcare that used to be a flagship perk is gone — and RTO crept from two days to three. But the real issue is structural. Large parts of the org are optimized for the appearance of productivity rather than measurable output. If you’re results-driven, you’ll hit a ceiling fast — not because of your performance, but because the incentive structure doesn’t reward movement. Lifers dominate, and the institutional default is status quo preservation. Attrition tells the story: most ambitious hires are gone within two years. TTX is an exceptional landing spot if comfort and stability are the goal. If they’re not, the stagnation becomes suffocating quickly.

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