Windy City Call Center reviews

Thank you for taking the time to tell us about your opinion on working at Windy City Call Center and I am sorry to hear that there are certain aspects regarding your employment here with which you are not satisfied. We appreciate the opportunity to clarify that the call center rep position is a telemarketing position. The Hiring Team takes great care to ensure that the position is not advertised as “customer service” and that a realistic job preview is provided to candidates early on, although due to some misinformation or misunderstanding, that standard was clearly not met with you. In light of this, we will ensure that all of our job descriptions and postings, along with our screening and interviewing process, are consistent in conveying that while we are not cold-calling individuals, the Call Center Representative role is still a form of telemarketing. Your comments will certainly help us, as we are constantly revising and improving our organizational processes, including recruitment and hiring. It is our goal to hire the most qualified and best suited individuals for the Rep position who will be happy and successful in their role. Private sector colleges and universities (PSCUs) open doors to many of the millions who are unemployed and undereducated by providing a skills-based education. The number of institutions, student enrollment, and degrees conferred by private sector schools has grown exponentially over the past decades in response to higher demand for the skills needed to enter the 21st century labor market or career advancement. Evidence shows a highly positive correlation between education, employment and earnings. All of the schools we work with have regional or national accreditation (and in many cases, both), by any one of the accrediting agencies approved of by the U.S. Department of Education. For a full list of accrediting agencies you can visit their website at: http://www.ope.ed.gov/accreditation/Agencies.aspx. This is also a great opportunity to emphasize that we care very much about our employees and that is why we offer the benefits of working from home, a flexible schedule, 401(k), paid time off, local open house events, holiday, and summer outings. We pride ourselves in delivering good quality leads; we evaluate an employee’s overall performance using various measures that promote high quality standards and not solely based on a representative’s ability to meet performance goals or “quotas”. We always want to hear from our current or former employees that have concerns as we have a firm commitment to continue providing a very positive and flexible work environment in which to work. As you know, we have an open door policy here so please contact HR or the owners directly if you have any other questions or concerns. Thanks again for your comments.

We are sorry to hear that your experience with our company was less than favorable. Please be assured that this position is customer service. We help applicants through the process of becoming a ride share driver. We understand that we cannot control the number of calls that are transferred to us in which the applicant is not interested, but we have developed a customer service model to handle these situations. We spend a great deal of time preparing the applicant for this. We send sample calls, share a script and discuss this in detail during the interview. Furthermore, this is discussed and reviewed several times during training. So for someone to be unaware of this, and later claim that the job was not what they thought it would be is a bit of a stretch. However, we understand that when people are separated from employment they become upset. It is a very difficult decision that is not made lightly on our behalf either. In this particular case, if you are separated from employment during onboarding this is generally because your performance was significantly below company standards. As a reminder, with any job there are performance metrics that must be met. We provide coaching, which we can assure you were done and despite the coaching, progress was still not made, feedback was not implemented and attendance during onbaording was not acceptable. To protect the jobs of other employees, we then had to make a tough decision to terminate your employment. This type of behavior puts the integrity of our partnership at risk and can result in a contract loss. We want to add these are all things that the individual employee can control. Finally, our incentives and bonuses are quite generous. In fact, 99% of our agents meet the targets and receive extensive bonuses. If you did not qualify for these bonuses, two things occurred. 1. You did not implement the feedback that was provided, which any employer would expect. 2. Your attendance did not meet the standard to qualify for the ongoing bonus for schedule adherence. We value our employees, and work hard to keep our employees gainfully employed. We know that at times we have to make the tough decision to separate an employee who is not performing well, and this does not mean we do not care. We do not take this step without coaching. In your particular case, we are certain we can prove that you were provided adequate warnings, was coached by management and given the necessary tools to succeed. Despite this, your performance continued to not meet company standards. The choice to terminate your employment was one that we must make to protect the jobs of others, and hope that in future endeavors you find success and work hard to avoid this happening once more. We believe that the best part of our company are our employees and never want anyone to feel as if we really do not care about them. We regret that we had to part ways under these circumstances.