Support and Progress - werkgeversreview IT Department bij SecuriGroup

5,0
4 nov 2014
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

As both a company and the individuals within, from assistants to Directors, SecuriGroup have helped me progress massively as a person from my original situation when starting with the company. Originally taken on in a part time basis after coming from essentially two 'lost' years due to constant struggle with depression, I was given time and help to overcome many of the issues that plagued me and could cause me to disappear off the face of the earth for weeks at a time. From those humble beginnings, through the patience of both peers and managers, I have reached the point where I can deal with much more than previously, working five days a week and no longer suffering nearly as badly. All of this is a rather selfish reasoning why SecuriGroup is a good company to work for, but you can only play with the cards you are dealt, and they have been good to me as an individual. I hope to continue working with SecuriGroup as it expands operations, particularly coming off the back of two large scale events with a good amount of success. While much of this is parallel to the growth of the company and such, I would probably still be out of work, or worse, had I not had the opportunity that I got with SecuriGroup.

Minpunten

Due to the growth of the company in the past few years occasionally resources get stretched and this can lead to issues, which while resolved in time can put pressure on staff that could have been prevented.

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4,0
4 jun 2026
Aanbevelen
Goedkeuring directeur
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Pluspunten

Glasgow local work areas easy commuting

Minpunten

Like any other security company

1,0
14 mei 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

New office is a nice space.

Minpunten

My experience at this organisation was unfortunately very disappointing and had a significant negative impact on my confidence. A key issue was the culture within the operations team and wider head office. Communication from senior management - CEO, COO, Operations Directors, including regional leadership, was often dismissive and at times unprofessional, creating an environment where individuals did not feel respected or valued. Surprised they don't have more HR complaints against them given their views, thoughts and the things that come out of their mouths on a daily basis. While there is an apparent focus on diversity, particularly with regards to hiring women, this is not reflected in how female employees are treated in practice (it is a tick box exercise). The culture does not feel aligned with modern, inclusive workplace standards. From a career perspective, pay was very low with little to no clear pathway for progression. Within the bid team, there was a lack of subject matter expertise — with one experienced individual whose input was frequently disregarded despite having significantly more relevant experience than the operations team. They don't realise how fortunate they are to have that one subject matter expert within the team. The wider team was often expected to develop solutions for complex, large-scale contracts without sufficient industry knowledge or support. When these solutions were challenged, feedback was often overly critical rather than constructive, which made it difficult to learn or improve. It was constantly 'who decided this' and pointing fingers when the responsibility sits with them to come up with a technical solution. There also appeared to be a lack of understanding of the bid function and the requirements of a structured bid process. Deadlines were not effectively managed across teams, and operations stakeholders did not always recognise their role in meeting those deadlines. Overall, the organisation felt resistant to change, with limited openness to new ideas or alternative approaches.

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