Use to be reat, now not so much - Account Executive bei Equifax: Mitarbeiterbewertung

4,0
5. Aug. 2009
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CEO-Befürwortung
Geschäftsprognose

Pros

Pension Plan was in place when I was there - great Benefits were very good Independent work environment - outside sales Encouraged Family time Training was excellent

Kontras

Upper Management - Ivory Tower Syndrome Ostrich with a head in the sand approach to a lot of problems Drink the koolaid mentality of IT - nothing can be wrong - it makes me laugh when I see the IT awards they get undeservedly and makes me wonder if the employees of the IT mags in Atl that are always ranking them so high are in bed with Equifax - or just want a job there. Legal and any department for that matter will kill a project if they don't like an employee that is working on it - see it done - heard em laugh about it. Internal support employees are always walking around or not at their desk - makes it impossible to get anything done Will run a sweat shop if they think they can get away with it. Blatant disregard of the consumers whose information they "steward". They aren't concerned about errors in their data base they just want business from the commecial sector.

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5,0
26. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Easy and straightforward application process. Seamless hiring experience with excellent communication throughout. Positive, supportive company culture that makes new employees feel welcome from day one.

Kontras

There is a learning curve when adapting to Google workspace, but the company provides plenty of training resources and support to help new employees get up to speed.

3,0
1. Juli 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

I've had some great managers

Kontras

It is standard practice for the responsibilities of departed or terminated employees to be permanently absorbed by the remaining team members. These increased workloads are distributed indefinitely with no adjustment to compensation. While the company claims to value promoting from within, internal salary increases are strictly capped (often at 20%). This policy prevents promoted employees from reaching the actual market rate for their new title, creating a financial penalty for loyalty and internal growth.

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