Thomson Reuters Reviews

Blame Culture - The secret to survive here is learning how do you blame someone else when projects fail. Most projects I saw were running on a delayed schedule, many of them delayed by years. When this happens the first thing that many tenured employees do is try and find a scapegoat. Meetings all day long - Meetings from 7 AM to 5 PM. TR has a global workforce, this means that you will have to attend meetings sometimes really early & really late in the day. There are also too many meetings, many of these meetings could have 50 or even upto 100 people. You can imagine for yourself how efficient a 100 people meeting would be (Note: I am not talking about town halls, these are project related meetings). Ultimately if you want to get any work done, you will have to work well beyond office hours as all you do during regular working hours is attend meetings Restructuring & Knowledge Gaps - During my time here I have seen multiple rounds of "business restructuring" which led to people being let go in various teams. The challenge is that these things are done in such an unplanned manner that the rest of the people who are left have no clue how certain things were done and also who will do the tasks which were previously done by the people who were let go. So employees here have to constantly re-invent the wheel. The worst part of this is despite having multiple rounds of "restructuring business" senior leaders do not leave out any chance of going on LinkedIn and giving long verbose advice on how tech layoffs impact company culture and employee mental health. People - While there are some good human beings, I met a lot of toxic and unprofessional people Others - Buggy products, below average tech skills, lot of outsourcing, Palaeolithic project management style

Carswell used to be an independent Canadian company. However, after being bought out by WestLaw the management began to reduce staff by exporting jobs to the Phillipines. Carswell also pays very low wages vis a vis the industry. It also manipulates statistics to suggest that it is a top 100 company, whereas in fact staff are demoralized and alienated as a result of the ongoing exportation of jobs to Asia and low wages; the lacklustre, tedious nature of the work; and the fact that there are few opportunities to move up in the company. The company is also fairly political, with a lot of sniping between supervisors, managers and departments. and little loyalty.