Fragomen reviews

The problems you will face on a day-to-day basis are not new problems and it’s up to you decide if you can live with them because they’re NOT GOING TO CHANGE. I had a wonderful manager and I believed her when she said the issues were temporary and it would get better. Cue 5 years later and it never got better. I no longer consider her a wonderful manager but a symptom of a larger leadership issue. I’m not trying to hide the ball with this review so I’ll be a clear with the biggest issues I saw. High workload — more work than can be done in a week, no overtime, at the same time there’s a mandatory wellness training where we learn about stress management and talk about meditation. Which is it? Do you care about my wellness or do you want me to do 2 weeks of work in 36.5 hours (I subtracted 1 hr for the wellness training)? Underperformers skate by and work performance issues are ignored - there are known people who either do not do quality work, are non-responsive, or otherwise make work stop because they don’t action their task. Attorneys are immune from deadlines/SLAs. I had cases stall for months (not an exaggeration) pending attorney action. I escalated to my supervisor, their supervisor, and there were no consequences. I have since moved on to another workplace and any issue like this would be immediately addressed and flagged as unacceptable. Because it is. I am bitter, I acknowledge that, but I hope whomever reads this understands that we joked about certain people being ‘work voids’ that’s how bad their performance was. But nothing was done and we had no choice but to work with that person. I did my work, passed it to these underperformers where it stalled, and was later chastized for not moving the cases forward fast enough. It’s important to keep in mind that metrics like meeting SLAs and low/high cycle time numbers impact my annual review and my compensation/bonus so this isn’t an arbitrary concern. It felt like I was punished for others inability to do their job at the same time that leadership wouldn’t do anything to address the performance issue. This was a repeated pattern in my 5 years and not a one-off event or person.

Terrible pay, genuinely don't know what they are thinking making people work the very high caseload with that terrible salary during these expensive times. Takes at minimum a year before you can get a raise and even then its not much and will not get another raise for another year. Place is built around bringing in people fresh out of college and slamming them with exorbitant caseloads and then the people leave for greener pastures after a year once they get the experience. It's a revolving door for that reason and management always acts shocked. They are also always out to find some mistake or error you made so the attorneys/management don't have to take the heat. You feel replaceable and are never appreciated for anything you do above and beyond. Also, they lie about being able to do overtime.