Check Point Software Technologies reviews about "pay"

Below average pay for the role

the pay is not that good. hard to get promoted.

Not having growth within the company

Terrible communication from HR and other important departments. Took them 3 weeks to send me a box to return my laptop. Then a month after I sent it back, they sent me an email claiming they never received my laptop and asked if I needed a box to ship it in (they literally didn't know if they had sent me a box or had even communicated with me). Let me preface this by saying when I was hired on, they knew I only spoke English. Further, there was a very clear divide in treatment for non Israeli employees that are within Israeli departments. Management refused to provide important work documents in English over half the time. Management uninvited American employees from important meetings so they could hold the meeting in Hebrew. They would "sum" the meeting afterwards which was roughly one sentence for every hour the meeting was. Management was constantly late to meetings (20+ minutes) but then would cancel a meeting if you were 3+ minutes late. Management would send pertinent emails in Hebrew and not translate into English. The entire department was behind in metrics that we were graded on but I was the only one who was scolded for being behind. Coworkers would ignore you if you messaged them in English asking for training/help/assistance with a task. When I tried to discuss what I believed was a difference in treatment, I was ignored and told it was my fault. Eventually I formally requested to have training documents and meetings translated into English so I can have the same information as my peers. I was terminated within two days after requesting that. The difference in treatment is draining and miserable. It'll never be worth the money because you'll be treated like a second hand citizen and never respected. Don't be fooled by the pay as you'll have to bend over backwards for the company and still get treated like dirt. Run away.

Not so high pay for a junior

"fun days" that make you want to quit It's more important what it looks like to upper management that actual content of work Trying to pay less bonuses, using excuses

TL;DR: If you don't want to be in a call center job, do not become a technical advisor for Check Point. If you want to advance your networking skills (and have a specialty in Check Point products), and are okay with being in a job that brings the stress levels a call center does: Do the training, get the free certs, work for around a year, then leave and get a less stressful + higher paying job. Alternatively, you could also seek employment for a similar position with other firewall companies. If you want general technology experience to get your foot in the door, while this will give good networking/troubleshooting experience, I strongly suggest you look elsewhere for something lower stress. --- If you look at other reviews from before mine was posted, you will likely see the same pros and cons. Things do not appear to have improved in the TAC in ~10 years. From my discussions with more tenured employees, the conditions have actually gotten drastically worse in 2023 (which I experienced firsthand). There were a long list of changes to how we're supposed to do our jobs, and it was not for the better. Do not let the job title deceive you, this is more call center than tech support. You are reviewed on surveys, call times, resolution speeds, # of calls/emails made to customers, # of closed tickets, etc. You can ask most working other tech support/help desk jobs, the stress levels of this job is not normal practice. There will always be stress with any job (especially tech), but most of the stress from this job is from management. Previously, those in the T2 advisor role would have 7 days (or 5 working days) to close a case before needing to escalate. Since 2023, that number has gradually gone down to only 3 days. This is a problem for multiple reasons: 1. New T2 engineers have less time to deeply analyze the issue at hand (and therefore learn from it & become stronger engineers as a result 2. Less closes for T2s (which is by far the most important metric) 3. Due to the incentive to 'rush' cases, this results in a worse experience for Check Point's customers 4. Much higher workload on T3's, who already had an intense workload prior to these changes Raises were also cut and replaced with weaker stock options, and the number engineers being promoted to higher positions has also decreased. There's not much incentive to perform exceptionally besides being bothered less by management. Unless you're one of the lucky 1-2 people getting insanely high numbers of closes, you will be hounded constantly (which takes away your time to actually do your job). The way things are run here, the high turnover rate isn't expected, it's *intended.

Pay not equal to market. Mgmt constantly changing direction