VIGILINT Reviews

One of the worst examples of corporate hypocrisy I have ever encountered. If you engage with any material published by the company, you will likely see them espousing their Core Values and talking about how great the company has become because of them. This is propaganda. They talk about actively listening to their employees' issues and seeking to understand their concerns. Simultaneously, anyone who disagrees with a decision coming from upper management will be bullied and intimidated until they fall in line. They talk about how much they value transparent communication and earning people's trust. Meanwhile, they may be outwardly giving you praise for the quality of your work while disparaging you in private meetings. In addition, a number of honest negative reviews of the company have recently gone missing while a number of vague, uncritical reviews have been allowed to stay. Does that seem like transparency? And is any company that doesn't allow honest negative feedback to exist on its page worthy of trust? Finally, they will talk about how they "do the right thing no matter what." What they don't mention is that the "right thing" in this context refers purely to whatever course of action directly benefits the CEO. Don't be fooled into believing that this is a morally conscious organization that's interested in investing in its employees and providing an effective service. Like many other companies, this is a cold, indifferent machine whose sole purpose is generating money for its leadership. This attitude is reflected in every decision they make. There is no loyalty or appreciation for hard work here because company leadership will turn on you the moment it is convenient for them and they stand to gain. The company is an organizational trainwreck. Company leadership is more or less completely ignorant of how things are run on the company floor. However, this doesn't stop the CEO and COO from directly meddling in the affairs of lower departments. They don't know how to do your job, but they're arrogant enough to believe that they can do it better than you. Internal restructures are frequent, done on a whim, and executed without any forethought. Company leadership will swoop into a department, make sweeping changes to their workflow, not consider any dissenting opinions or give any thought to the effects their changes might have on the department's processes, disappear for a couple of months, and then come back to complain about inefficiency of the new system. Turnover at this company is very high. In my experience, this has broadly been for one of three reasons. Reason one is that someone hired by the company comes into contact with its toxic management practices and manages to stay under the radar until they find something else. Reason two is that the company hired someone to fill a position that was created as a result of one of their restructurings but, because the restructurings are done without any structured critical thinking, they realized that the position was redundant or unusable under their current contract and they have to let them go. Reason three is that someone within the company's leadership apparatus has taken to disliking that person for some reason. Issues that otherwise could have been resolved with a five minute conversation are instead resolved via termination, And make no mistake, company leadership will use termination as a first resort. This approach to employee "development" is reflected in the company culture. Working here feels like you're constantly stepping on eggshells. The atmosphere is oppressive and the office is dominated by a clique that surrounds the CEO, COO. People who don't stand in line with them unconditionally are condescended to, devalued, and ultimately pushed out. Whatever preconceptions you have about small business tyrants, you'll be able to find them here. Many of the company's employees are former military, so this kind of abusive behavior gets a pass, even though it really shouldn't. In terms of internal growth, you shouldn't expect anything other than lateral shifts in your position. The company claims to offer merit-based raises and promotions, but these are pretty rare. In my experience, they'll ask you to fill out a self-evaluation and then never give you a proper performance review. Instead of a promotion, you're more likely to be given a new position at the same rate but with more responsibilities. Sometimes it may even take several months for you to receive a formal notice with your new job description, because of the aforementioned constant restructurings. That is, of course, if you manage to stay with the company long enough for them to take notice of your performance, accounting for the high turnover rate. This review is based on my opinions, experiences, and the interactions I had within the company during my tenure working there. Based on those experiences, my recommendation to any job seekers is this: If you have the opportunity to look elsewhere for employment, look elsewhere. You'll be doing yourself a favor by staying far away from this place.

Cons: I think it speaks volumes about the integrity of the company that after several recent one-star reviews, someone in talent acquisition felt the need to inflate the reviews by adding their glowing experience with the company. It must be because the role is still open and they’re trying to fill it. Beware companies that inflate reviews just to hang onto their mediocre ratings. And beware the companies who will report reviews to get them taken down any way they can. It’s been several weeks and I feel like I’m removed enough to make a solid conclusion on the review of this company. Ultimately, it was a culture shock working here. I don’t have a background in the military, and I was pretty obviously the “odd man out” from the start. Most of the team was pretty easy to get along with and there was a diverse group of personalities, but all in all it wasn’t hard to navigate. A lot of the company is on a “need to know” basis, which is fine, I didn’t feel the need to ask a lot of questions about what the company did, even though instinctually it didn’t feel like I had a good understanding of the purpose of the commercial side of the company. I feel like it was often hard to pull myself away from my own department to interact with other departments, mostly because a lot of the company was able to work from home. The majority of the ops role could be completed remotely, but a lot of money was invested in the SCIF that it needed to be manned at all times. To paint the picture for you, it was essentially a refrigerator with TVs showing Fox News for 24 hours a day. It was you and one or two other shift partners for 12 hours a day. Sometimes your shift partner was great and sometimes you get stuck with the chatty one with really strong opinions and an overinflated ego and a tendency to bend the truth. I let a lot of stuff roll off my back because I was getting paid and the schedule wasn’t too terrible. The manager who hired me was impressed with how quickly I caught onto the training, and consistently had me as the primary contact for some projects and allowed me to lead some meetings when she was not available. I felt really confident with her training and I was eager to grow in my role and explore other roles in the company that I might grow into. She even said that it’s not uncommon that ops specialists move laterally into other departments. That could be the reason why there was such a revolving door in that department. It was clear that the team respected her as a leader and she could get stuff done quickly and efficiently. A month after I started, she announced that she was leaving, and I think that was the tipping point. After she left, two senior members were appointed as Team Lead, though they were kind of thrust into that position with very little details given about the role and they had their concerns about the few details given. The new manager barely knew anything about the processes and wasn’t being trained well by the outgoing manager. I was only there for about a week with the new manager. After a conflict I had with my shift partner, the executive team (who was hardly visible) stepped in to “smooth things over”. They inauthentically listened to my side of the story and gave some diatribes about there being past conflicts that were “physical altercations” in the same department and how they try to “nip conflicts in the bud” so it doesn’t get to that level. The conflict being that I voiced my boundary of not being disrespected after my shift partner gave me the silent treatment for a week and he retaliated and reported me. I feel as though they didn’t take my experience into consideration nor did they handle the conflict to a reasonable resolution. Had they done an investigation or questioned others on the team, they would have vouched for my character and revealed their issues with my shift partner. They simply cut out the liability and let me go with no warning. Because heaven forbid someone hold a professional boundary in this company.