Good people:
First and foremost, we like the people we work with. You may have to go through a few extra interviews here than other jobs, but it’s because we try to be careful about who we hire. It’s important to us that you meet us a few times and really get a good feeling about the job as well. It has to work for you first, then for us.

8 hours a day:
It’s May 2019, and as I’m writing this page, I’m realizing I’m replacing a page that was written close to a decade ago. It seemed rewarding and fulfilling back then to make sure our clients got after hours support. But now, it feels rewarding and fulfilling to see a ghost town at 5. That we’ve gotten our work done and ran our day efficiently enough to where our employees can get out of here without a burden of stress and get home to their families.

Stress:
Look, we take care of insane amounts of clients each and every day. 80% are going to be awesome, 10% in the middle, and probably 10% are going to be some of the most rude awful people you’ve never wanted to deal with. We try hard to focus on the 80%, make the middle 10% happy, and on the rough 10% train you or educate you to escalate the call to someone who won’t take that phone call home with them. We don’t have an ass-hole filter here. We take everyone and want to help everyone no matter how rude they are, but we never want you to take your work home with you.

Growth:
As a pretty flat horizontally managed organization, there’s always room for you to step it up, bring more value to our company, and get more responsibility and pay. But we’re also big believers in the Peter Principle. We try very hard to be cognizant of how to keep your roll crafted to make you as happy here as we can be.

The Peter Principle:
We’re strong believers in the Peter’s Principle of staying underneath your level of incompetence. Our employees stay here longer than average because we focus on them. If you don’t know what the Peter Principle is, you can check it out here.

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