G4S Compliance & Investigations FAQ

- Overtime pay - Management works to see you succeed - opportunity to move up - Does not micro manage you in the field - company phone, company card

- 10 days on 2 days off - 12+ hour days sometimes - No flexibility with schedule - use your own car

Hours Vary, vehicle allowance, paid travel time.

Unpredictable schedule, long hours, unpredictable travel. Very little opportunity for advancement.

None worth sharing at this point

COVID layoffs not recalled back, even though openings.

Don't formulate opinions without checking with the facts. Utilizing Continuity will help with a lot of situations. Don't forget to hire back the employees you laid off before posting jobs on indeed, be honest with Employment opportunities when you are contacted by employees who were laid off because of COVID. It's practically fraud on your part by not hiring people back knowing that they're on unemployment benefits. Hopefully you didn't get a PPP loan from the Government.

A few (very few) good case managers. A few good investigators.

Micromanaged by case managers and/or clients. Experienced investigators are handcuffed by ridiculous protocols. Cut from cases scheduled for 8 hours but if no activity from 6am to 10am, the day is over, even on the very first day of a case . Then the follow up days have a "throw a dart at the wall" start times. This is not investigating, it's a warm body to watch a house at periodic times in hopes that the right guess was made for the start time. This strategy seriously hampers results and greatly affects the investigator's weekly pay. Investigators with over 15 years experience are routinely ignored or talked down to when it comes to strategy or recommendations. Someone behind a desk who only counts numbers, apparently knows better. Despite the provided gas card, the small vehicle stipend is the same whether you drive 200 miles in a week or a 1000 miles in a week and it's not nearly enough. Guaranteed the miles are almost always closer to 1000 per week. With this setup, you can not claim your mileage on your taxes. But guess who can claim the stipend and gas (if not paid for by client to G4S) on their taxes. You WILL drive your vehicle into the ground. Investigators are expected to get results, even those new to the industry, despite the constant lack of information or flat out inaccurate information provided by the client. This is blatantly obvious when new cases are given to case managers but very few, if any, attempt to verify or obtain needed information from the client prior to sending an investigator out to a case. An experienced investigator may be able to overcome the lack of information during the first day of surveillance, but by the time it is all figured out, the claimant has already departed their actual address/residence resulting in a "no video" day for which the investigator then receives a lower grade. Often times when the investigator contacts the client to verify/obtain additional information, the client had it all along but forgot to include it. To get a raise, you must move mountains. Does not matter if you are a long term investigator who routinely gets top results. For those who don't get good numbers, the reason will be "raises are performance based", and if you do get good numbers, the reason will be "G4S is not giving out raises across the board". Routinely working cases into the evening, getting home at 9pm or 10pm, doing all the admin work by 11am or 12pm, then having to get up at 4:30am to get to the next days case.

Loyalty begets loyalty. Constantly training new investigators instead of paying experienced ones what they deserve, is not cost effective. All case managers should spend a minimum of 3 to 5 days of surveillance per year working with an investigator to understand the obstacles presented on a daily basis, especially when it's a lack of information. Investigators with at least 5 years experience should be able to grade case managers as they do us.

Remote work available for most corporate positions

Low pay, low growth opportunity, need to work excessive OT to make ends meet. No annual increases, management is not accessible. Emails and phone calls go largely ignored.