ALTEN reviews

Thank you for your review. We value all feedback we receive in order to continuously improve our employee experience and our processes. Let's address a couple of your specific concerns here. As in most organisations, at Alten we believe in progression based on merit. We expect our employees to strive towards excellence and deliver to high standards first, to be eligible to rewards such as bonuses or promotions. The targets are ambitious, but achievable, and communicated in the most transparent manner from the very first step of the recruitment process. We actually have very good examples in our teams of people who experienced fast-track progression as they achieved or even exceeded their targets. To address your specific point regarding “naming and shaming low performers” on a daily basis, this is a not a practice we believe in. If this is something you experienced, I invite you to contact me directly to: laetitia.galy@alten.com Talking to hundreds of candidates and customers every month enables us to have an accurate vision and understanding of the market. Alten is continuously ensuring a relevant alignment between our salary policy and the UK market. This alignment is performed through the continuous collaboration of our Recruitment and HR teams. Finally, we pride ourselves in being a very multicultural and inclusive organisation, having more than 30 different nationalities present in the company. Thank you again for taking the time to leave a review, this is of great value for us to continuously improve.

Thank you for your review. We value all feedback we receive in order to continuously improve our employee experience and our processes. It is important though, to keep a level of measure and seriousness in the feedback provided. At Alten, we make employee and customer satisfaction our top priories. The very nature of our business, which consists in providing engineering services to a variety of clients, means our employees are our most valuable asset. This is a strong belief that is shared across all the company’s Leadership. To be factual, we actually measure the satisfaction of both our employees and clients, on a monthly and quarterly basis respectively, and take corrective actions when we identify some issues. The way we assess our employee performance is based on multiple feedback and several channels (clients, our Technical Direction and the Career Managers) to ensure accuracy. While you seem to think our “processes are a joke”, all our processes are going through external audits every year, and we successfully passed several very demanding certification audits over the last few months (ISO 9001, EN 9100, and Cyber Essentials Plus for example). There is no such thing as a “hire and fire” culture here. If that were the case, we would be offering fixed-term contracts instead of permanent ones. Having to dismiss someone is not something we enjoy doing, we obviously only do it if we have serious grounds for it, and above all, we only do so if this is the only option we have left. When it comes to formal hearings, please do not take the assumption that “HR stay silent” because they are “worried about their own job security”. This is simply a legal requirement that they should be there to take minutes. I am sorry to hear you feel you were treated with contempt by senior management or that some decisions were unjustified. It may be a communication related issue, and as a piece of advice for the future, I would recommend to address this at its ignition with your management, and escalate to HR if necessary, in order to launch an investigation and tackle the potential issue the right way. Thank you again for sharing your feedback, and please rest assured that we take it into account to continuously improve our processes and our employee experience.