Mission: SDLC's mission is to become the execution partner of choice for our clients. We empower the client to become faster, leaner, smarter and one fierce competitor. In each practice, our experienced consultants focus on gaining maximum efficiency, improving ...
I worked at SDLC Partners (More than 5 years)
Free Lunch and Learn sessions< and work decent work from home policy at one point. Opportunity to work on a variety of projects if you're willing to stick around a few years.
Low raises, very high health insurance costs especially considering that biggest client is one of the larger insurance providers in state. Management seems to pick a select few for promotion based more on brown nosing and being Indian than on actual performance. Very difficult to get recognition for good work. Management as a whole rarely goes to bat for their subordinates. The company stated that they would be doing a 401k match for the entire 5 years I worked there but it never happened. Development is extremely mediocre, but seems to be the favorite team for executive decision makers. QA for top client is used as a scapegoat for why projects failed. QA seems to be discouraged from doing the job of finding bugs. Client would rather keep executive level in the dark on bugs and hope they go unnoticed. Severe "group think" occurs frequently. Innovative suggestions and ideas are often ignored. Multiple mid level managers are left in charge because upper management does not want to admit they put the wrong people in charge of a project. Self preservation is more important to mangers than teamwork and collaboration.
Advice to Management
Implement some kind of profit sharing program for employees. Especially ones that have stuck with SDLC for a few years. This will make folks have more pride in firm's overall success. Train folks on true IT consulting, so that more people think out of the box. Most of the company does not view themselves as consultants. SDLC is a staffing firm more than a consultancy like Deloitte or Forrester. Invest in employees that want to grow with the company instead of people that are trying to work a year or two to build their resume before leaving for new positions. Give some non lead folks a chance to run projects if they do good work rather than sticking with the same people that have been sub par. Put more emphasis on experience and a little less on education. Education is valuable, but just because someone has an MBA or masters from CMU does not mean they will be a great manager or project lead.
Straight forward. Behavioral questions were asked in all the 3 rounds of discussions. It took almost 4 weeks overall. They mainly take initial rounds on phone and then call the candidates for face to face.
We are hiring for several positions in the Pittsburgh & Camp Hill, PA areas. Check our website for more details and to apply for positions at http://glassdoor.com/slink.htm?key=vQFkA
Our company Wellness Team encouraged our employees to take steps to a healthier lifestyle for National Walk at Lunch Day. They enjoyed a walk from One PPG Place to Point State Park and then returned to the office.