Worst Security Company for Employees - Contract Security Account Manager Allied Universal Employee Review

2.0
8 Oct 2024
Recommend
CEO approval
Business outlook

Pros

Generally always able to get hired for something as long as you didn’t burn a bridge here before.

Cons

Extremely poor communication for top down, the Artificial Intelligence LISA is a nightmare for employees and managers to maneuver through. Branch management is completely disconnected unless you have ANY Non-billable Overtime and then they are all over you. I had a contracted pay rate increase slated for 7/1/24 and neither the client manager nor the branch manager will tell me why I still haven’t received it 3+ months later but they are billing the client as if they are paying me the new rate! That demonstrates a complete lack of integrity on behalf of the entire organization! I work 10-14 hour days without ANY recognition from AUS but receive a ton of accolades from my client as does my team. I love my job for my client but am hoping they put their contract out to bid soon or reconsider bringing us “in house”!

Explore other reviews about Allied Universal

5.0
20 May 2026
Recommend
CEO approval
Business outlook

Pros

works with my schedule great breaks

Cons

None so far no con

3.0
25 Jun 2026
Recommend
CEO approval
Business outlook

Pros

The role provides subsistence-level wages, offering little financial security.

Cons

Management arbitrarily downgraded my position from full-time to part-time, yet still demanded overtime. I grew overwhelmed and complained that overtime was impeding my health. After that I was told then don't do overtime like it wouldn't negatively affect me. After moving me from a solid post to a flex post, they expected me to show up with only an hour's notice. They then used an "available quota" as an excuse to terminate me after creating a schedule that made it impossible to succeed.The company's adaptive workflow seamlessly absorbs last-minute modifications with zero friction. Advice to Management: Treat your employees' time with respect instead of setting them up to fail with unrealistic scheduling and quotas. I advise management to invest more heavily in employee development and modernizing our core tools. Providing clearer pathways for advancement and better operational resources would significantly boost morale and retention.

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