Deltak Reviews

Pros

Great experience working with fellow LTs.

Cons

No professional development plan for LTs

Pros

Interesting work and quality employees.

Cons

Management lacks strategic direction and focus

Pros

- High growth - Rewarding work that makes a difference in someone's life - Awesome schools signing as partners - Flexible working environment - Excellent benefits to include great vacation policy

Cons

- Not so much a con, but the organization is navigating transitions within Wiley and scaling operations within the division - this is just change, not a con

Advice to Management

- You have made progress in communicating what is going on, how we are evolving and where we are going - KEEP IT UP

Pros

If you want to work for a company that is working on the forefront of technology and education, this is the place. Wiley Education Solutions (formerly Deltak) works with some of the most prestigious Universities in the US. The best part about working here is the culture. Everyone has a passion for the business and they've created a solid work environment that is centered around positivity, collaboration, performance..., and work life balance. Annual review process works in your favor if you are someone that performs, lucrative annual salary increase.

Cons

Sometimes it can be difficult to understand how our business unit fits into the Wiley organization. Continued education to current employees is necessary.

Advice to Management

Focus on culture.

Pros

Benefits are good - health insurance, 401k matching, excellent PTO, flexible, etc. The people you work with are generally fun to be around and good at what they do.

Cons

Taking a position in the marketing department is taking a step back in time about five years. The technology and innovation at Wiley isn't up with the times. The only way they will keep up to date is of Google forces them to do so by mandating updates, like mobile friendly sites. Good ideas by marketing staff are turned down by upper management because they don't have time to deal with them. A/B testing is frowned... upon because it's too much work for the creative teams. Upper management makes decisions based on direction from Wiley to scale the business, but doesn't consult the marketing staff on the negative effects of their decisions. Marketing plans tend to be changed constantly without notice.

Advice to Management

Loop in marketing team members when making decisions that affect their partners because a lot of times they know more about the nuances of the school. Stop turning down innovative ideas by marketing staff and start embracing positive change towards modernizing the marketing practices.

Pros

They offer good work life balance

Cons

sometimes you'll be overlooked for a promotion, despite your qualifications and efforts... in my case it was given to someone who knew the president of the company

Pros

Benefits - All the typical benefits are given, plus a ton of vacation days More vacation days than you can ever take - There is typically one employee per school per position, so when you go on vacation, your work waits. This is often not possible as there are rigid semester deadlines in higher education. You will learn so much information in a very short time - Deltak/Wiley is partnered with more than 40... schools. Every single one functions differently than the others. This means transitioning from school to school requires the employee to learn the practices and norms of each school. There is a high learning curve and it is easy to make a mistake. Deltak will throw you under the bus quicker than you can imagine to maintain their own reputation.

Cons

With the Wiley acquisition, the company has lost everything that once made it an amazing company to work for. They no longer care about being the best at what they do and are now only focused on quarterly earnings. They keep signing new schools and promising the new schools the world but are not hiring enough people to complete the work. This is being done to make the company look like it is earning more than it is... spending. It is working for right now but this is not a successful long- term strategy and the employees know it. This is resulting in a high turnover rate. Employees that have been with the company since the beginning are leaving because they see Wiley is going to run the company into the ground and keep what they want from it. The company is no longer about doing the best work possible and the employees are not seeing the fulfilling work they had in the past. Wiley is coming in and taking over. Craig Pines has made the company what it is and now he has lost all his power. Upper management is slowly being replaced by Wiley employees, which is causing the shift in company culture.

Advice to Management

Remember what made the company great and focus on the benefits you can provide a school. Stop promising the schools whatever they want in order to get them to sign a lengthy contract. It may look great to have Georgetown on a 10 year contract but when the school is pushing your company around and making absurd requests, it is no longer a great thing. The schools are stuck for now but when their contracts come up for... renewal, I doubt any of them will re-sign. There are the absolute minimum number of employees working on each school and that is not enough to provide the services you promised them.

Pros

- Young, energetic, intelligent and professional employees. - Flexible schedules. - up to 24 PTO (plus holidays) off - strong salary and excellent insurance - unique growth options (admissions/sales into operations, HR, marketing, business/corp development, client outreach, media services, ID) - good middle management and excellent executive leadership

Cons

- Culture slowly from one of employee growth to fiscal growth focus, making it harder to buy into the job. It has caused recent turnover on the admissions and marketing teams. - The company has not been able to appropriately scale growth. Some of the goals across various departments have become nearly unachievable. - interview process is 4-7 interviews that can take 6 weeks to 4 months.

Advice to Management

Be wary of the recent culture changes that have been made. We realize we are a for-profit company and Wiley needs to keep its stock price in the green, but you should never sacrifice company culture and employee morale to make a quarterly report briefly look better. Don't trade your long term company and employee development to exceed an immediate revenue goal. Doing so will result in further turnover.