Spectrum System Engineer reviews

Charter is constantly reorging and the people in leadership, especially lower and mid-level, are mostly folks who were promoted into that position. As a result, their training is lacking and often they make decisions that harm employees, or fail to take action on important team needs or glaring tech-debt, causing a great amount of stress and chaos for those under them. The company is full of nepotism so you will find bizarre engineering practices that arose from engineers being promoted to senior positions they were not ready for. While there's many great engineers there, there's just as many in leadership actively creating the tech-debt that riddles that place. Overall, the company suffers from many classic problems that arise when a company grows quickly, regularly encourages nepotism, and the various organizations housed inside the company start working against each other, rather than together. Unfortunately, nepotism and lack of managerial training resulted in repeated chaotic breakdown of our systems and projects on the operations team I worked on. They also lead to the culture to become somewhat toxic. My field is heavily male-dominated, and without management actively creating an accepting culture, I watched the guys on my team gradually form a tight boys-club. The work-place slowly became a hostile network of boys-clubs and cool-kids. The cool-kids club was especially strange as we were mostly engineers, so one would think most of us would identify with out-groups. Unfortunately, I did not feel that as a woman and neurodivergent person, that I was accepted and welcomed for who I was. While my manager appreciated me, they did nothing to combat bias on the team. Eventually, upper management retaliated against me when I complained about my work style being criticized (disability discrimination). If I had been an employee, perhaps Charter HR would have been more helpful, but the problem was so much bigger than an HR complaint could have solved. If you complained about someone management loved, it was hard to be heard on anything. That is how nepotism eventually made my team an unwelcoming place with in-groups and out-groups. The one who retaliated against me, and made the decision to lay me off without notice, then proceeded to break the law and lie to everyone remaining on the team about why. Officially it was budget, but that didn't stop them from turning around and giving a false reason to the team to prevent panic. In this moment, Charter HR failed to prevent their management from breaking the law by wrongfully damaging my professional reputation. Management should not be allowed to commit defamation as at the very least is a legal liability for Charter. One has to ask why the person who did this felt it was okay to tarnish an engineer's reputation. Unfortunately this manager proceeded to lay off or fire a significant number of the minorities on the team, showing bias in who they chose to keep. There is a reason why many companies follow FIFO, but Charter doesn't. They keep the people who made it into their in-groups and throw everyone else to the wind.

Management varies per team Large company, lots of people working on a single project. Lots of fingers in the pot, lots of people asking for updates when they're already posted. Uses Webex