What is the company culture like at Sea to Sky Network Solutions?

Great company culture, benefits, salary and perks.

Office location may not be ideal for everyone since it isn't downtown.

Excellent technical team lead who was supportive, respectful, hardworking, and treated junior staff fairly. Knowledgeable Tier 2 technician who was hardworking, supportive of junior technicians, and a great teammate. Gained valuable hands-on experience that helped develop my technical skills, with some time allowed for studying during work.

In my experience, remote and hybrid work policies were applied inconsistently. Some roles were fully remote, while others were denied even limited hybrid flexibility (not even 1 day a week WFH) despite being expected to work remotely for on-call duties. Management also emphasized in-office culture while working remotely at times themselves, which negatively affected morale. The employment contract provided prior to my start stated the role would involve investigating, analyzing, designing, and developing information systems, with no overtime compensation. In practice, my day-to-day duties were primarily operational technical support, including password resets, software installation, and troubleshooting. I was terminated without cause and told only that the company was “moving in a different direction.” During the EI process, a Service Canada representative later mentioned performance concerns had reportedly been referenced, which was unexpected as I had not received any written warnings, a PIP, or formal performance documentation during my employment. This raised concerns about communication and transparency. I was not aware of a clearly communicated respectful workplace or anti-harassment policy, which made it difficult to understand formal processes for handling verbally abusive client interactions. Following my termination, additional severance and a reference were offered conditional on agreeing to a broad non-disparagement clause, which I was not comfortable signing.

* Good coworkers * Decent software * Nice customers * Interesting projects

* Lack of oversight by management * No vision coverage * On-call requirement wasn't mentioned in the job posting * Expected to bill 7.5 hours of work a day to clients while being timed by the minute. Highly unrealistic. * Lack of transparency * Last-minute planning * Long days, no recognition

I don't see any pros except stuffed kitchen with snacks.

If I had to summarize my experience, the first unusual thing was receiving the in office job offer without being asked to visit the office beforehand. One major issue was the lack of adequate workspace for employees working onsite daily. Most staff were placed in a cramped, dark basement or shared areas, while larger and quieter offices were often left empty for the staff whose work fully remote!! Communication with management was also challenging. Asking for help often resulted in blame rather than support. In my case, I attempted to improve a procedure that had been approved by senior management, but ultimately I was criticized, abandoned and eventually let go. Overall, the workplace felt heavily influenced by biased management and lacked responsiveness to real operational issues.

Excellent technical team lead who was supportive, respectful, hardworking, and treated junior staff fairly. Knowledgeable Tier 2 technician who was hardworking, supportive of junior technicians, and a great teammate. Gained valuable hands-on experience that helped develop my technical skills, with some time allowed for studying during work.

In my experience, remote and hybrid work policies were applied inconsistently. Some roles were fully remote, while others were denied even limited hybrid flexibility (not even 1 day a week WFH) despite being expected to work remotely for on-call duties. Management also emphasized in-office culture while working remotely at times themselves, which negatively affected morale. The employment contract provided prior to my start stated the role would involve investigating, analyzing, designing, and developing information systems, with no overtime compensation. In practice, my day-to-day duties were primarily operational technical support, including password resets, software installation, and troubleshooting. I was terminated without cause and told only that the company was “moving in a different direction.” During the EI process, a Service Canada representative later mentioned performance concerns had reportedly been referenced, which was unexpected as I had not received any written warnings, a PIP, or formal performance documentation during my employment. This raised concerns about communication and transparency. I was not aware of a clearly communicated respectful workplace or anti-harassment policy, which made it difficult to understand formal processes for handling verbally abusive client interactions. Following my termination, additional severance and a reference were offered conditional on agreeing to a broad non-disparagement clause, which I was not comfortable signing.

Excellent technical team lead who was supportive, respectful, hardworking, and treated junior staff fairly. Knowledgeable Tier 2 technician who was hardworking, supportive of junior technicians, and a great teammate. Gained valuable hands-on experience that helped develop my technical skills, with some time allowed for studying during work.

In my experience, remote and hybrid work policies were applied inconsistently. Some roles were fully remote, while others were denied even limited hybrid flexibility (not even 1 day a week WFH) despite being expected to work remotely for on-call duties. Management also emphasized in-office culture while working remotely at times themselves, which negatively affected morale. The employment contract provided prior to my start stated the role would involve investigating, analyzing, designing, and developing information systems, with no overtime compensation. In practice, my day-to-day duties were primarily operational technical support, including password resets, software installation, and troubleshooting. I was terminated without cause and told only that the company was “moving in a different direction.” During the EI process, a Service Canada representative later mentioned performance concerns had reportedly been referenced, which was unexpected as I had not received any written warnings, a PIP, or formal performance documentation during my employment. This raised concerns about communication and transparency. I was not aware of a clearly communicated respectful workplace or anti-harassment policy, which made it difficult to understand formal processes for handling verbally abusive client interactions. Following my termination, additional severance and a reference were offered conditional on agreeing to a broad non-disparagement clause, which I was not comfortable signing.