Reliable pay, but job security is lacking - Senior IT Support Engineer. Space Hellas Employee Review

Salaries are paid on time although they are really low compared to market's networking standards. You will not be easily fired.

LOW SALARIES. They don't give engineers the chance to extend their knowledge. Many engineers don't have the potential (no teamwork) to be engaged in new technologies. Many employees are relatives (family based company). Be careful how you are talking to others. Old (technically speaking) people to inappropriate positions. Outsourced to financial sector companies.

The company pays salaries on time and offers basic financial stability. Exposure to large public-sector and telco-related projects can build technical breadth. Some colleagues are supportive and try to uphold team morale. Entry-level roles can offer decent exposure if expectations are managed.

Despite being in tech, the company is run more like a rigid family business with informal hierarchies and limited transparency. Promotions are rarely merit-based; personal closeness to management tends to matter more than skills or outcomes. HR structure is minimal or reactive at best. Employees report feeling unsupported during internal conflicts or workload issues, and feedback loops are inconsistent or absent. Management culture is top-down and unreceptive to new ideas. Initiatives that challenge the status quo are often quietly sidelined or dismissed. Micromanagement is common — especially in engineering and delivery roles — with layers of oversight and frequent last-minute requests. There is little room for autonomous decision-making. Burnout risk is high: long hours are not uncommon, expectations are rarely adjusted to match capacity, and acknowledgment of overload is often brushed off. Sudden terminations have occurred without clear warnings or explanation, which adds to the feeling of job insecurity, especially among longer-tenured staff. Employees are often categorized implicitly into two tracks: those “inside the circle” (trusted or related to leadership) and everyone else. This invisible divide affects opportunity, protection, and visibility across teams. Documentation and internal procedures are unclear. Workflows rely heavily on personal know-how or informal direction, which increases confusion and project risk during handovers or team changes.