Epic reviews

1. Company doesn’t trust employees Micro management is at its extreme at Epic. There is little space for autonomy. 2. Paid Time Off is a joke 10 days for the first 2 years and 15 for 3 years & up. This is lower than the minimum of most tech companies of the same size. 3. Team Leads are inexperienced in people management Epic distrusts people management professionals because the leadership never had any people management professionals. Many TLs, especially those junior ones, are extremely good at demoralize team members in astonishingly creative manner. 4. Higher Management people lives in their dreams Judy is the captain-daydreaming of the company. She makes erratic decision based on her overconfidence, ignorance, and arrogance. Judy and her team treats Epic as a school and employees as students that could not make their own choices. 5. Technology at Epic is at best outdated and not connected to the rest of the world Seriously, if you stay too long at Epic, you will stuck at Epic because your expertise is not needed in that market 6. Epic thinks its culture the supreme and will do whatever hideous to maintain it COVID response, etc.

- DEI: This is not a priority for Epic. Google what the president said about DEI. You will find an audio clip on Reddit that is telling. - Work/Life Balance: Epic budgets 45 hrs/week for technical services staff and will push you to take on additional work to fill those hours. In practice, your working time will exceed that threshold, especially if you are a high performer. It is near impossible to work your way up the ladder and maintain a healthy balance. - WFH: Epic is not flexible and has not acted on employee feedback that people want more flexibility. Staff must be in office every day, with the exception of 10 “half-and-half” days where you can work remote for half a day and pair it with vacation. However, this does NOT address the core concern that people want more flexibility in their day-to-day lives in order to better manage personal matters. I believe it is within reason to require in person work, but this lack of flexibility results in unhappy staff and higher attrition. - Hiring Strategy: Epic primarily hires new graduates, and primarily out of Midwest universities, which raises a few red flags. A) Epic has difficulty attracting talent from other regions, an indicator that benefits and pay are not competitive enough. B) Epic has short-term organizational memory due to high turnover. Executive decision-makers don’t have the same incentive to respond to employee feedback. If you don’t like a policy, you can leave and someone new will fill your shoes without questioning the policy. C) Overwhelmingly young staff means there is lack of perspective of people with growing families, aging parents, etc. Priorities of a 20-something are vastly different than a 40-something.