TaskUs – The actual interviews and other processes were fast. However your waiting time in the office for you to be called can reach an hour after your schedule. It also took a few months before they called back about when you will start. | Comparably

TaskUs – The actual interviews and other processes were fast. However your waiting time in the office for you to be called can reach an hour after your schedule. It also took a few months before they called back about when you will start.

TaskUs Compagnie réclamée
TaskUs is a different breed of BPO. We are a collective of highly capable humans, who understand how to deploy technology and data to best serve your purpose. From Digital CX to Content Security, Data & AI Operations, Consulting, and anything in between, we consider ourselves responsible for protecting our partners’ interests and supporting their long-term success through innovation and technology - powered by ridiculously smart people. TaskUs partners with the world’s most innovative and disruptive brands to protect what matters most and to thrive in an ever-changing world. Lire la suite
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EMPLOYÉ
PARTICIPANTS
11815
TOTAL
NOTATIONS
343052

The actual interviews and other processes were fast. However your waiting time in the office for you to be called can reach an hour after your schedule. It also took a few months before they called back about when you will start.

Qu’avez-vous le plus aimé du procédé d’entretien?

Simple, no difficult tests to answer

Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?

Undervalued: Decision-making regarding the team without actually consulting the team. Compensation: A proper, standard process for salary raise.

Quelles sont les meilleures choses à propos de votre équipe?

We can relate to each others' plight. Some of them I know I can trust by at least 90%.

Qu’est-ce qui ne va pas et comment cela peut-il être amélioré?

Immediate supervisor doesn't listen to your concerns, and instead imposes own opinions. No transparency on decision-making until a decision has been made.

De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?

Transparency, authenticity, knowledge about the people they're handling. Making decisions with the knowledge about what the employees actually need, rather than what they want to do or what the clients want to see.

Que faut-il changer pour améliorer la culture de l’entreprise?

Actually being people first, and not just on a surface level. Make sure that support teams are also being taken care of. Frontliners first, but don't forget the people running things at the background.

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